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Keeping it Personal – The Human side of Digital Agility

Keeping it Personal – The Human side of Digital Agility

Agility isn’t only applicable to insurance – it’s cross industry and in our industry etc etc… job search on the go, flexible working, tailor made careers …

It’s not only Insurance that needs to limber up! Our world has changed – we are digital. We expect digital. The world is at our fingertips and we can’t see why everything shouldn’t be done on the move.

Gone are the days of plain old library books – even the task of choosing a real physical book is now something that requires an online presence.

We don’t do waiting. We do google.

And recruitment is one of those areas that agility is crucial in. The downtime during the daily commute = job searching.  Scrolling through a FB feed = personalised Ads.   Flexible working patterns can relate anywhere as the City truly needs never to sleep now the online world is global. The old rules need not apply anymore – jobs can be truly mobile and work can be done anytime, any place, anywhere..

Recruiters need to harness this mobile world and use it to bring a truly agile service to the industries they serve.

Luckily – Recruitment lends itself to digital agility easily. A strong online and mobile presence , the ability to search and be searched for from all devices, a social media savvy frontage are all the precursors to providing a personalised recruitment offering.

Networking sites, job boards and online applicant systems are all ways that technology has revolutionized recruitment; radically changing how employers and recruiters find potential candidates. Applicant tracking systems and new AI software can help HR departments manage the massive influx of resumes that online digitally agile job hunting leads to.

AI-powered systems can do a great job sorting through candidates, but the risk is that non-traditional candidates or candidates with unusual experience that could offer an alternative perspective on a role could fall through the rules-based system, even such a one that can”learn” and therefore improve with ‘experience’,

Applicant tracking systems might be the most noticeable way technology has impacted recruitment ,however behind the scenes there are more changes afoot. Technology has changed recruitment forever, and how the industry has had to adapt – and become agile , just like the candidates it is trying to recruit!!

Data Data

Big Data is certainly a useful tool in the world of recruitment and many other businesses can’t get enough of it. The old adage of “knowledge is power” certainly seems to be being applied to the collection of data. But what good is that knowledge is it is applied incorrectly, or worse, not applied at all?

More data can mean more confusion, allowing tiny details to “skew process and drive people to take action on things that don’t matter, while ignoring the real underlying problems with the recruiting function.”

Analytics and AI are becoming increasingly sophisticated and “intelligent” – with some able to sort CVs at a thousand paces. But with Big Data comes big responsibility – which is where the human touch still maintains a critical role.

Bias

Going Digital can also help businesses not only remove unconscious bias by removing anything from a resume that might identify gender or race. However it can also help bring a specific positive bias into the recruitment process; for example, if a company looks at their workforce and realizes they have predominantly male developers, they can use technology to target female developers in the recruitment process. This can be as straightforward as helping companies to rewrite their job specs to remove any biases in the phrasing. Studies have shown that even unconscious gendered wording can bring about a hiring bias.

AI based systems(assuming the algorithims are correct!) don’t have any selection biases involved!

Global Search Capacity

Geography is no longer the boundary it once was. Global job boards and online application have made job search a truly global affair.

Telecommuting and true agile working mean that recruiters can draw from a candidate pool they may have previously had to overlook. A more diverse talent pool enables recruiters to find professionals with far more specific skill sets than ever before. This talent diversity and ability to provide agile working environments helps drive competition which in turn raises the innovation and service that a company provides.

Flexibilty vs Control

Companies don’t relinquish control easily – and it is probably this aspect of agile working that has been found the most difficult by many! However a company that is prepared to truly embrace a more flexible approach to the traditional world of work is likely to reap the rewards. If we are prepared to accept a 24 hour society in other aspects of our lives then it stands to reason that the world of a basic 9-5 may well have seen its heyday.

Allowing employees the freedom to work however and wherever they work best – whether from home, in an office or from a coffee shop – creates a paradigm shift where employees work from a position of “desired duty” instead of “required duty.”

This mindset shift creates an overall sense of ownership; employees feel like they own their own career pathways. Technology presents endless tools and resources for agile working and the best way to utilise them is to start with a scientific approach : Observe, question, hypothesize, experiment and analyze. Look at new sourcing channels, try new regions, or leveraging social media to build mindset and trust. If employees can (and should!) work in new ways then change your recruitment approach to match!

The new rule is that there are no rules…

AI in 2018

AI in 2018
So AI was big news in recruitment last year… it seemed to be the future , the way forward, a threat, a challenge… the new (exciting?)unknown quantity… a way of removing the intangible elements of personnel recruiting by applying algorithms that had no “human” bias..
 
But fast forward almost to March 2018 and has much actually changed?
The short answer is No.
 
AI is still a hugely hot potato – sparking lots of debate around uses and gains. But like all new technologies there is an uptake period.
Most of us can remember the days of 80s shoulder pads and brick sized mobile phones. Back then the thought of a paperless office would have sent us running for the carbon copy sheets in fear of our lives.. but here we are in 2018 and most of us run of lives through our “bricks”.
What started out as a cumbersome device – and tied in nicely with a personal organiser (gotta love a rolladex!) – is now – our comms, diary and camera are all neatly packaged into a smartphone that even pre-empts what we need and want practically before we know it ourselves.
So the change can – and does – happen.
 
Using AI in recruitment would seem to be merely the next logical step on from this. But its a biggie and quite frankly to a lot of us – its still a mystery.
I can think back to a previous career where we finally moved to a digital CRM system – depsite the fact that we now avoided the post office queues on a Saturday morning – most of us found cause to complain about the new computer and how tricky it was to manipulate. Humans are habit based creatures – and we find it tricky to embrace change – especially when the change is a “robot” trying to take your job. There is more “fear”in recruitment than a lot of other industries – as whilst an algorithmic approach makes practical sense – it threatens the “nouse” of a good recruiter – who doesn’t always apply the rules, yet frequently can search out candidates using plain old fashioned experience.
Its also expensive. Smaller companies who have the ability to implement change faster don’t have the budget – and larger companies who do have the budget are still struggling to move the cultural shift fast enough. A lot of these have AI technologies in place already, yet are barely scratching the surface of its functionality. If your employees have “rage against the machine” for potentially taking their jobs – its difficult to encourage them to take the time to fully explore how the  use of AI could infact improve performance. And so a vicious cycle starts..
 
The use of AI in recruitment is going to become mainstream– but just quite yet. It has huge potential to reduce bias and improve both the candidate and the recruiter experiences. But as an industry we aren’t quite ready for the rise of the machine.
 
So where WILL we go in 2018?
 
Well try 2 other words:  Blockchain and Growth Hacking.
 
Blockchain technology promises a more secure and verifiable method of “screening” candidates.. this should in theory speed up recruiting / validating / onboarding – and take a lot of the “human gut feel element” away.. a move towards fully embracing the world of AI that is to come?
The idea of “growth hacking” in the meantime also is step towards moving the human side of the business forward. Using marketing to look at clever hacks to utilise creativity , analytics and social metrics to move the business on. This does still tie into moving to an AI world as the growth hacks that include more data driven recruitment ties in very nicely to what the AI technologies can offer.
Recruiters are increasingly under pressure to find the best possible candidate within the shortest possible time. Recruitment growth hacking can simply be utilising technology, shortcuts and new ideas to save time by removing or automating low-value actions so you can focus on the high-value returns that help you find and hire the right people for your business.
Growth hacking is cheap – its quick. No extra budget is required. It streamlines your work place and helps your employees feel value as they are directly involved in upskilling themselves. It will improve recruiters skills which will knock onto an improved candidate experience.
Add that to more use of blockchain technology and we will all become more ready and comfortable to move to a more data driven validated recruitment experience.
So that when AI becomes mainstream – it will no longer be the threat to job security that it still can be seen as – and more an extension and support of existing organisations.
 
AI? The future of Recruitment?  Maybe next year!

The War for Talent – Are you part of the problem or the solution?

The War for Talent – Are you part of the problem or the solution?

We are in a race for talent and the winners will be the organisations who recognise that it is a war, and who can design, implement and execute a talent attraction and retention strategy that is fit for purpose – it has to be a competitive advantage!

In Europe:

  • There are more retirees than youth – more 80 year olds than 5 year olds.
  • 50 Years ago – there were 2 workers for every non worker.
  • In 15 years time – the prediction is 1 worker for every 2 non workers.

The Office of National Statistics (ONS) showed that the number of UK job vacancies in this period last year was the highest on record since 2001; at 777 000!

(low point of 432 000 in May 2009 and an average of 603 000 from 2001-2017)

In August 2017 the ONS showed the UK employment rate as 75.1% (the proportion of people in work aged 16-65) – the highest since comparable records began in 1971.

Every sector and Geographic location is experiencing growth – whilst skills are in decline.

For example- there is a shortfall of c30 000 engineers in the UK alone.

The government short skills register has grown from 30 skills to 73 in the last year.

Total fertility rates, which can be defined as the average number of children born to a woman who survives her reproductive years (aged 15-49), have decreased by approximately half since the 1960s.

Europe is ageing. On average, each woman has 1.58 children. This is substantially below the 2.1 children needed to sustain the current population (and therefore workforce) level.

Brexodus:

The number of foreign tech job applications are down 50% since the EU referendum vote.

The number of foreign recruits in the UK candidate pool has halved since Brexit – a worrying trend in a country where 10% of workers, including a third of those in the all-important tech industry, are international

The latest net migration figure of 246 000 was 81 000 lower than the 327 000 recorded in March 2016 (ONS).

By 2025, Millennials will make up 75% of the global workforce.

Nearly 33% of new hires look for a new job within their first 6 months on the job. Among Millennials this percentage is even higher – and it happens earlier!

Only 32% of talent leaders considered retention as a top priority (LinkedIn recruitment trends)

Analysis of salaries of 42 500 entry level jobs from more than 770 organisations across the Uk show that entry level STEM roles within the software development or engineering could see an increase of wage by 19% to £30 973 and 17% to £30 37 respectively, making these the highest paid entry level roles in the country (Korn Ferry 2016)

Approximately only 1% of candidates / applicants are hired – Lever 2017 (Inside the recruiting Funnel: Essential Metrics for StartUps and SMBs 2017)

We are heading into the “Perfect Storm” – where supply and demand are heavily biased towards the candidate – why should they choose to work for you?

You can no longer buy talent; you can only sell to them – the candidates are your customer. Are they always right? Are you catering for their needs?

  • Company Culture
  • Is talent a cost or an investment?
  • Is talent a HR problem or a business problem?
  • Is your talent strategy aligned with your business strategy?
  • Are your line managers adequately trained?
  • Is your interview process fit for purpose?
  • Is your social media strategy fit for purpose?
  • How effective is your retention strategy?

If we accept that talent is the principle differentiator for a company’s success in a global, complex, extremely competitive and dynamic environment, then you have to ask the following question.

What are you doing to ensure that you have access to that talent?

  • Are you asking that question?
  • What are you doing about it?
  • Ignoring it is not a solution!

 

Workplaces of the future

Workplaces of the future

Total Talent Management is the current avant-garde of recruitment. The next method of competitive advantage. Everyone jostling for the “best” and most “talented” candidates and implementing benefit and reward schemes to ensure they retain their loyalty and dedication (Hardly a light bulb moment in the evolution of employee / employer relations).

But here is the thing. Not everyone is or can be the BEST.

In fact – the vast majority of us cannot, by default be the most talented.

So – given that this is an absolute – how can companies and recruitment alike – possibly begin to align the search for the best candidate with the population of potential employees that exist.

Talent scarcity is a big concern for the C-suite. Put simply – there are currently not enough people with the right skills / experience ready to step into roles. The supposed / perceived talent gap is driving the need for a shift in traditional recruitment and retention strategies to a more innovative and employee focused approach

So given that there is not enough Talent (or even that Talent in itself is not enough) – the future of talent management, at least in some part, must lie in truly understanding our employees in order to unlock potential; what motivates them, what is important to them?

What is needed is agility, connectivity, speed and cognitive diversity. The ability to respond in an ever shifting environment. Business must change – not just to take in the demands of the so called 4th industrial revolution, but also to reflect the changing workforce demographics and expectations of today and tomorrow.

It’s time to rethink what Talent management actually entails:

The Mercer Talent Trends review for 2017 raises some critical new perspectives for the age of disruption

Change:

The future of business is transformation. Evolution has already occurred – in order to stay ahead the pace of change needs to be rapid, efficiency increased and customer experience improved. And somehow – in this whirlwind of advancement – the focus on People within the organisation needs to stay high to ensure that the growth is sustainable.

93 % of businesses are planning to effect organisational change within the next 2 years – replacing the traditional vertical top down approach with a more streamlined and customer focused horizontal structure. This removes some of the more formal management roles and requires greater autonomy and critical thinking among employees.

Redesign is critical to success and having a solid “decision science” behind this will ensure that the new job roles accurately reflect the needs of agility, innovation and simplicity. As many of the new roles have no precedent – they need to be outlined via business contribution rather than specific “job spec” language. Changing job evaluation methodology has to be a key focus for TTM to assist with the change process.

Digital is what is pushing this change agenda – yet the vast majority of businesses do not feel they are a “digital company”. Most corporations have focussed on the external process first leaving the employee experience for later. Yet in the ever shifting world where talent is in short supply this is a short sighted and risky approach to take.

Personalization

A corporate “culture” is not a new premise. Far from it. What has shifted is that it is now no longer good enough to have a one size fits all approach to corporate culture. Gone is the narrow focus of company engagement – instead enter the world of employee experience. By this we mean a tailored approach, a person centric holistic view of the individual employee. A list of standard global perks and benefits is outdated and does not cater for the changing demands of the employee. Yet this is where the digital age can truly come into its own. Greater flexibility in working practices is becoming far easier to balance with corporate strategies due to technological advances. Think real-time workforce apps and career matching!

However there is still work to be done – many employees still report concerns that so called flexible working is perceived as a perk rather than as a means of optimising individual circumstances to bring about maximum return for everyone. It is estimated that 75% of the worlds workforce will be Millennials by 2025 – if you do not change with the times and cater for the needs of the many then you will become part of the problem.

True personalisation of the employee experience needs to include more than just a benefits package. Businesses need to consider the health, wealth and career path of their talent. Nurture and reward a culture of “work working for you” and utilise technology to act as a differentiator for your business.

Rewards

Given the shift in a one size fits all approach to corporate culture, it is no surprise that a change in how employees are rewarded is also on the cards. Whilst the old guard of fair and competitive pay and career opportunities still rank highly with employees, these are no longer the only way to reward and recognise contribution.

A climate of uncertainty is leading many employees to re-evaluate where and how they want to work. Corporate values are often measured via its performance management and rewards scheme and as such 83 % of companies have made / planning to make changes to their goal setting processes.

Exactly how rewards are calculated seems to be up for debate – but transparency about the metrics seems to be critical. Whether your performance ratings are numerical or verbal seems to matter less than a forward progressive approach to career development. The basics still count. A fair and transparent contractual reward system coupled with clear individual and team performance metrics. Add to this a greater clarity of information dissemination about career progression and further opportunity / reward for greater performance and it would seem that the ability to reward fairly and positively is on chart for effective change in 2017

Analytics

The sheer amount of real-time data available is greater today than ever before. Yet despite this wealth of information the progress towards “predictive” analysis is still slow. Mercer reports that almost 1 in 4 companies are still only generating basic talent management descriptive reports and historical trend analysis.

Deloitte Human Capital Trends report echoes this feeling. Highlighting a mere 8% of respondents using tools such as Organisational Network Analysis (ONA) to help inform better growth and redesign.

Properly done, Talent Analysis has the capacity to drive employee performance by providing the evidence that underpins talent management and business decisions. Given the rapid speed of corporate change, the ability to utilise talent data will not only help minimise the risk of talent loss, low productivity and engagement but also ensure corporations are better placed to plan for the workplace of the future.

As part of providing a fully integrated TTM service we must help corporations view talent through a different lens, to help them discover the potential and untapped skills in their existing employees.

The talent is there – the process of evaluating and developing it needs to evolve!

Bah Humbug!

Bah Humbug!

Christmas seems to be starting earlier every year – with festive treats sneaking into the shops before the sugared nasties of Halloween have been cleared from the shelves.

Whatever your thoughts on Christmas and the Big Man himself – you have to admire his cunning marketing skills – and leadership qualities!

Santa is a genius in my opinion. He has managed to carve out an entire career based on roughly 31 hours work per annum. Not only that, but his powers of delegation know no bounds. The elves and reindeer do most of the hard work – whilst St Nick himself gets to sit around jiggling his ever expanding belly and gobbling up mince pies.

In theory – he shouldn’t be so successful – he leads by delegation – not by example. He rules by fear, no one wants to be on the naughty list… And the working conditions aren’t up to much… The freezing North Pole in the full darkness of winter.. and only elves permitted? Surely that’s against diversity policy? HR would have a field day!!

Yet somehow – we all love him.

Bottom line – is that the true genius of Santa – lies in his presence (presents!!).

He is probably the most recognisable brand in the world. And whatever his management strategies are  – he ALWAYS delivers.. and with a smile on his face!

So take a read of these gems I found whilst trawling the web this week! Santa’s team of marketeers have definitely got some lessons to teach us!

I especially like this risk assessment !!

 

Merry Christmas from all here at Saxus – Elves (and others!) welcome here!

Keep us on your nice list for next Year!!

The Buck Stops Here!

The Buck Stops Here!

It stops here..

When I originally sat down to write this article it was all set to be a somewhat contentious post. A “who do you want to work for” and a “what kind of person are you TO work for” type missive. An article designed (hopefully!) to have asked a few awkward questions about personal accountability and the need in work, as in life, to have that ability, that wherewithal to be able to take a stand for what you believe in. To take one for the team. To be a leader that knows how to lead from the front.

The Buck Stops Here.

But I threw that article away.

Sadly it has only been only 10 months since we published another article on Goal Setting in the wake of a terrorist attack in Paris.

So today I am going to ask for a different kind of accountability. One that goes beyond the scope of what I first set out to write. But – the principle is the same.

The Buck Stops Here.

Being accountable is hard. Let’s not make any bones about that. It takes balls to stand up and take full responsibility for all aspects of performance and behaviour. To own the mistakes as well as the plaudits.

So let’s think about this for a second: Honesty. Integrity. Responsibility. Apology. Feedback. These are the skills required for true leadership. These are the skills needed for true accountability.

These are the type of people I want working with me, the type of company I want to work for.

This is the type of leader I endeavour to be.

But – after this weekend – I think it needs to be more than that.

These are the type of skills we all need in our lives. We need to take a personal and collective responsibility for what is happening across the globe. Paris is not the only victim of terrorism in the last few days. It is over simplistic to blame a religion, a country, a refugee. The crisis is global. Our accountability needs to be the same. So for a business focus on accountability take a read here

But for a personal take on leadership and accountability then the words of John Donne may strike a chord.

No man is an island,Entire of itself,Every man is a piece of the continent,A part of the main.If a clod be washed away by the sea, Europe is the less. As well as if a promontory were. As well as if a manor of thy friend’s Or of thine own were: Any man’s death diminishes me, Because I am involved in mankind,

And therefore never send to know for whom the bell tolls; It tolls for thee.

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!!!!!!

Climbing the Career Ladder

Climbing the Career Ladder

IT is where it’s at! Demand for skilled technical staff is outstripping supply and nearly half of organisations were planning to recruit technical staff according to the IET’s Skills & Demand in Industry Report 2014.

Almost every company, in every industry, now has a digital strategy or has incorporated innovative IT into every strand of the business. The “digital agenda” and cyber security is driving an increase in hiring activity.

Great!

That means there are more jobs to go around.

So the time is now to ensure that you are in the IT crowd. This is a busy time and a competitive marketplace, filled with opportunities – make sure you are best placed to be climbing the career ladder!!

Customise and Control your CV

In short – tailor and target your CV to the role you are applying for.  Employers don’t want to be searching through line after line of text. Highlight areas that show roles specific skills. A good sharp, customised CV show attention to detail – a great thing to show a future employer!

To ensure a more successful viewing of this now perfectly aligned CV – you need to be aware of application processes. These wonderful technologies can now allow thousands of application for a single job through online systems. You need to be sure that your CV is getting in front of the right people AND for the right roles – otherwise all that tailoring was for nothing!

 

Don’t over egg the custard

We all know that IT brings with it many advantages…you are applying for a role in IT!! So perhaps showing off through fancy HTML  / graphics and dingbats fonts isn’t the best way to show off your skills. Formatting is being taught in primary schools – so leave flashy graphics to your kids powerpoint presentations – and stick to presenting a great role specific CV as suggested above!

On a more practical note – some companies use automation to check CVs – so anything that can’t be scanned – will be dumped!!

 

Clean up your online presence

We are cyber voyeurs these days. Its true – any employer worth their salt will have screened possible candidates’ online presence. We check your social media, your blogs and what online groups you may contribute to. So make sure your private stuff stays private – and think about your online feeds. It may only take a minute to fire off that tweet – but it can stick with you (positively and negatively!) for a lot longer!

 

Employment history

This is important. And here is where it’s critical that you read the job spec correctly! Make sure you pick the bits from your previous employment history that are relevant to the role you are currently applying for. Ideally show your your work supported the business and not only the IT department. Show what impact you have made – not just a task list.

If this is your first job – then include any volunteering / shadowing that you have done – both to show a willingness to work and learn – and also to show that you have been gaining practical experience.

Show you can do IT anywhere

IT sits anywhere!! That is in part why demand is so high! But it now means you’ll have to provide evidence that you can work with the people who use IT systems, not just the people who build and maintain them! This means that whilst technical skills are important, the ability to learn fast, deal with pressure, be creative in solving problems and communicate effectively are equally needed!

So when putting that CV together (tailored to the role of course!!) make sure that you highlight evidence of your ability to work collaboratively across departments!!

Show your personality

Being employable isn’t all about the technical skills you have, In fact increasingly employers are hiring for potential rather than purely a skillset. So do show that you are a well rounded individual. You don’t just go to work to deal with a machine – you need to be part of a unit – and that is where you personality comes in..

 

BUT… not too much..

What role you played in the primary nativity is a step too far!! Pick the key “extras” and stick to those. Adding too much “filler” can actually be detrimental as it can look as though you have cut and pasted a hobbies list!!!

Don’t lie

Quite why some people think that lying on the CV is a good idea is beyond me!! Emphasise the good bits by all means – but just don’t make it up.

You will get caught!!! Maybe not straight away – but lies have a nasty habit of coming back to bite you when you least expect them to!

 

Need more Help?

That’s what we do!!

Contact Saxus Solutions at:  0207 953 9760

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

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!

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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