Onboarding is one of the most important times for a new person joining your company. Done well, it immerses them in your culture and sets the tone for their engagement right from the start. ​Having to onboard new starters without physically being in the office may seem challenging but companies of all sizes are taking this experience online and we’re here to help you find out how they do it. Getting Started Find out what common challenges your employees faced when they joined your business. To get this information send out a quick survey to existing onsite and remote employees. Once you're aware of any issues you’ll be in a better place to mitigate these in your remote onboarding. Pre-Onboarding 1. Have the right tech Send your new starters IT hardware and manuals and make sure to order these well ahead of their start date. A client in the financial cloud space sends their candidate's laptops across the EU using private couriers, who are still operating during the lockdown. Don’t forget that the current situation may cause delays to delivery dates. Make sure to check with your candidate if they’ve received their equipment and need any help getting it set up. 2. Send a welcome package Time to get creative! Sending out a welcome package by post is a nice touch and will make them feel excited to join the team. Here are some things you could include: Items that embody your company culture Information about your company Welcome letter from your CEO (handwritten is always a nice touch) Postcard from the team they’re joining Branded merchandise including homeworking essentials – mugs, hoodies, stress balls Some sweet treats 3. Induction documents Prepping a comprehensive ‘guide’ for their role will make sure new starters get off to a flying start. Here’s what to include: List of tasks to help them learn about the role and what's expected of them List of handy tools your company uses Where to download useful apps Logins/passwords they’ll need Contact details for their team members Regular meetings 4. Prep for their first day A schedule for their first day/week can help new starters know what to expect and stay on track. We also recommend sending legal and formal documents using an e-signature tool, like HelloSign or DocuSign, so that employees can add their signatures digitally and share contracts with you in a secure environment. Their First Week 1. Introduce your new team member to the rest of the team on their first day Your weekly team meetings are a great time to introduce new faces. You can also get them to write a short bio about themselves and send it to the team so everyone can get to know them. At the end of the first week get the whole team to check in with the new starter to introduce themselves and their role. 2. Communicate, communicate, communicate Communication is key to making remote onboarding a success and there is an array of tools at your disposal (we’re fans of Microsoft Teams!). Employees at Stack Overflow are mostly home-based across 12 countries and enjoy orientation calls with each member of the executive team where they learn about the company’s history, culture and goals. A healthcare technology company we work with recommends setting up video calls with: Their co-workers Their manager and direct reports Employees from other departments they’ll work closely with HR (as needed) 3. Set up a buddying system Mentors are a great way to guide new starters through your onboarding. They can help make them feel welcome and answer any questions. 4. Set up social events for the team Remote working can be lonely so make sure your new starters stay connected with the rest of the team! This could be online fitness sessions, a Friday happy hour on Skype or team tea breaks on Zoom. There are loads of fun things you can do so make sure to get the team involved in planning these! 5. Create training goals Starting a new job can be overwhelming. Setting smaller milestones can make new joiners feel more at ease. Agree on the targets and goals for their first 30 days as soon as possible and adjust them as needed. Their manager should also discuss goals for their first 30, 60 and 90 days. 6. Have regular check-ins You should schedule important appointments such as reviews and team meetings in advance. Less formal check-ins are ideal to discuss personal and professional goals. They are also a great forum for new starters to share their ideas and suggestions. Don’t try to force your way of working because it has worked until now – be open to change! For the More Advanced Dell, who have 160k employees worldwide, have a dedicated onboarding website. They also have a "Day 1 success team" providing support via chat, email and calls during the onboarding process. Some companies enable people to learn at their own pace, housing all of their onboarding materials such as pre-recorded videos, guides and company news on their existing intranets. In a mobile-first world, many companies have also designed their own onboarding apps. Feedback Is Everything To get the onboarding process right make them feel welcome, encourage honest conversations and feedback. New starters bring a fresh perspective so make sure you listen to their feedback, not just about their onboarding experience but on the business as a whole. Would you like more advice? Download our complete Remote Onboarding Guide here or contact us to schedule a call with one of the team.

Unprecedented times. This has to be one of the most used phrases over the last few weeks. The monumental impact the COVID-19 outbreak has had on so many lives and how it has turned our world as we know it upside down so quickly is unbelievable. With offices all over the world emptying out, employees working from home and supermarket shelves bare, companies are facing tough choices. One of which is what to do with their hiring plans. So, what now? There probably isn’t a single business out there that has been unaffected by COVID-19. Uncertainty is not good for business, people or the economy. But one thing is for sure, the choices companies make over the coming days and weeks will no doubt impact on how they navigate and come through this crisis. Roughly 50% of our client base has frozen their recruitment (especially those within aviation, hospitality and other highly impacted sectors) whilst others aren’t showing signs of slowing down and have simply moved their hiring processes online at record speed. And while for most of our clients this has been a seamless process thanks to their tech infrastructure, some are choosing to put jobs on hold or defer their candidates’ interview dates. However, with it being unclear how long the current situation could last, these companies are in real danger of losing out on talent to their competitors. Chris Jackson, our Founding Director commented “Some clients are being really open-minded to adapt within the current climate and they’re the ones that will probably come out of this period of uncertainty in better shape, equipped and ready once the recovery starts. There’s also going to be potentially less competition at the moment for some of the most sought-after talent, so those that are prepared to take the plunge will probably be the ones that benefit the most in the longer term. We’re always here to help and support our clients in whatever way we can do to accommodate this.” 1. Benefits of remote hiring Access to the market has probably never been this good and with most people working from home, it is easier to have a conversation about making a career move with them. Access to a bigger talent pool is another major benefit to hiring remotely. With many EU countries on lockdown, using the likes of Microsoft Teams, Google Hangouts, Skype or Zoom means you can still access these candidates quicker, and without the cost of flying them in for a face to face interview. 2. Remote interviewing A strong online employer brand is crucial to attracting talent that will have to rely on your digital presence to experience your company and its culture during the remote interview process. Luckily, we live in the age of connectivity with tools like Microsoft Teams, Google Hangouts, Skype, Zoom etc. at your fingertips. Paired with phone interviews these will be your primary communication channels to connect with candidates during the recruitment process. Many of these tools will also let you record interviews and watch them back later to help make objective hiring decisions, even if you're not meeting the candidate in person. We can also help you facilitate all types of remote testing that is a great way of evaluating a candidate’s code. For example, many of our clients use Codility, an online technical interview and coding challenge to help evaluate candidate’s code easily. If you’re looking for a new role check out our latest vacancies interviewing remotely. 3. Delayed start dates or remote onboarding? When it comes to the onboarding process many companies take this experience digital too. Check out our Guide to Remote Onboarding to get some inspiration. With the help of websites, documentation, and videos alongside digital communication with their team and manager, this process can be just as welcoming as onboarding at the office. Download Your Guide to Remote Onboarding It will be interesting to see if COVID-19 revolutionises where and how we work in the future even after the restrictions are lifted. Whether remote hiring will ever become the preferred method of hiring remains to be seen. Working remotely is already mainstream for so many professions and proving that it works in this situation could revolutionise a lot of office-based jobs in the future, making a remote workforce a reality going forward for many companies. If you’d like some advice about how to move your interview process online or would just like to speak to us about your market, we are here to help and support you with your hiring needs. Java - James Hunt Charity - Tom Rankin Contracts - Jack Carscarino DevOps - Tom Parker Javascript - Simran Hundal .NET - Arjun Gillard Machine Learning & AI - Anna Heneghan Delivery - Nicola Parker Germany - Alex Bloisi USA - Matthew Ferdenzi

Joe Snowdon joined Understanding Recruitment with two years’ experience in a London based recruitment consultancy. Previously a BI, Database & Data Warehousing Consultant, Joe now specialises in Java recruitment, specifically within the Berlin market. What was your career journey before joining Understanding Recruitment? Towards the end of my final year at university, I was looking at careers in recruitment. I graduated on the Monday and started work at a recruitment consultancy on the Tuesday. I was there for over two years before joining UR. What do you like best about working for Understanding Recruitment? Compared to where I was working before, there is a much greater customer satisfaction approach. Within the recruitment industry, there are several companies that focus on mindless KPI’s. The targets at Understanding Recruitment are a lot more relevant to the job (no targets of 30+ calls a day, cumulative time on the phone etc.) and reflect a quality over quantity approach which makes us come across a lot better to candidates and clients. How does working in the tech industry differ from your previous industry? I was already working within tech but the tech market I work in now is slightly different. My new market, Berlin Java, is a market going through a large expansion, so there are always new opportunities and the city has a diverse client base. What would your advice be to recruiters thinking about moving to a different company/different industry? Recruitment is an industry where if you’re not satisfied at your current company, it can be hard to be motivated and work to your full potential. When I was looking for a new company, I interviewed at a few other organisations, but it was only really Understanding Recruitment that I was interested in. Everyone I met during interview stage seemed genuinely invested in the company, and it was clear that every employee is treated well and given the support and encouragement to be the best version of themselves and progress through the company. The opportunities for learning (both internally and externally) started the day I joined and have continued to this day. How does the earning potential in the tech market differ to the industry you worked in before? The earning potential at Understanding Recruitment is greater and the commission structure is better. At my previous company, you were only able to earn a commission and there was no option to earn any bonuses. For example, if I hit my annual target here, I earn a bonus, and if I can bring a certain amount of business on, I will also earn a bonus for that. How would you describe the culture at Understanding Recruitment? Everyone works as one. Recruitment is a very competitive industry and can lead to rivalries within businesses, but at Understanding Recruitment that is not the case at all. It has a really nice social environment, and everyone has been welcoming from day one. The learning environment and personal development is something that is really appealing here. Across all the teams here, everyone is supportive of individuals achieving their goals. There is no favouritism based on your level within the company – everyone is treated equally and on merit. What would your advice be to your younger self? Work is where you spend most of your time awake, so pick somewhere where you are supported and encouraged to achieve your goals, both personal and professional. Curious about #LifeAtUR? We'd love to hear from you. Message Emily Kitamura on LinkedIn or drop her an email emily@understandingrecruitment.co.uk to have chat.

Think you have to commute to London to have a successful recruitment career? Well, our internal recruiter and self-professed sausage dog lover Jessie is here to tell you there is another way… This time last year I had the choice between taking a role in London or in St. Albans, Hertfordshire and I chose to work locally! Why? Because traveling into London is tiring, uncomfortable, boring and rather expensive. Having traveled into the city from Stevenage for only two days a week in one of my previous roles I know this firsthand! I also like to sing songs out loud and apparently that’s frowned upon on public transport, in the comfort of my own car… there’s no judgment! Admittedly, if you absolutely love your commute into London, this blog isn’t for you. But if you’re fed up with feeling like a squished sardine on an overcrowded tube and paying thousands a year for the privilege, read on… Like most people I used to think that being successful in recruitment meant that I had to work in London, that by working in the city it was more fast-paced, the social scene was more lively and there was a lot more money to be made. Turns out, I was wrong! Recruitment has always been a super-fast paced industry, so whether you work in London or in Hertfordshire you’re always going to be working in a fast-paced and lively environment. After I joined Understanding Recruitment it was great to discover that they’re a really social bunch and that with a variety of restaurants, bars and clubs on our doorstep the social side of work is thriving! You’ll often catch us out in St. Albans of a Friday evening after work to see in the weekend, no different than London really but the drinks aren’t as overpriced! Moneywise, we offer great basic salaries (the sort you’d see in London but you don’t have to shell out lots of money for a season ticket just to get to work) and an amazing commission structure ranging from 15 – 40% uncapped with only a £5k threshold each quarter. So, having experienced working both in London and locally I know what I prefer. Here’s my summary of the pros and cons of choosing a recruitment career outside of London: Pros of commuting into London Sometimes you see dogs on the tube, always a bonus! Cons of commuting into London You rarely ever get a seat… standing for your whole commute isn’t ideal I’m pretty sure trains are delayed the majority of the time and you hear the dreaded ‘this train has been delayed’ or ‘this train has been canceled, there is a replacement bus service’ that echoes over the whole platform, instantly killing your mood and that of your fellow commuters It’s SO expensive – yes, your salary may look like more with a London weighting than it would if you worked locally, however it costs thousands per year to commute into the city (for example a season ticket from Watford Junction to London Victoria costs £3,584 (not including the cost for onward travel on the tube) just to stand on a packed train and be squashed… 261 days a year). According to the BBC, commuters pay a fifth of their take-home pay on season tickets, with fares set to increase every year for a deteriorating service. Pros of driving You always get a seat Depending on how far your journey is petrol is cheaper than an annual train ticket No one invades your personal space My team members commute an average of 28 minutes each way depending on where they live, with most living in Hemel Hempstead, St. Albans, Harpenden, Stevenage, and Luton. Cons of driving Traffic, literally nothing you can do about it and there’s nothing more annoying! But, at least you can sit in the comfort of your own car, on the phone or listening to you a podcast or an audible book that can only benefit you You can’t blame the delayed trains if you’re late to work! What would you do with an extra hour every day? Find out how much time you’re spending commuting with Total Job’s commute calculator. Curious about what more we can offer you? Take a peek. Let’s have a chat! Connect with me on LinkedIn, email me at jedwards@understandingrecruitment.co.uk or call 01727 228 078

The salaries presented have come from candidate placements within the Understanding Recruitment JavaScript team in 2019 and from salary ranges for active vacancies with current partners. The JavaScript market has given more power to the candidate, so if a Front End Developer is actively looking, they have more options than ever, and are on the market for a much shorter amount of time. This means that London companies and start-ups have had to adapt to create more sophisticated and quicker interview processes. This year has seen a growing demand for JavaScript developers as companies understand that a great user experience of their product / platform is critical for their reputation and brand image. We have also seen higher salaries being given to candidates with Cloud and DevOps tools experience and knowledge. Alongside JavaScript, highly sought after skills across the London market include AWS/GCP/Azure, Docker, Kubernetes, CI/CD, TDD and BDD methodologies. PLACEMENT SALARIES IN 2019 Lead Front End Developer up to £110,000 Normally 4 years+ working with a modern JavaScript framework either React.js, Vue.js or Angular2+. Also team management and mentoring experience. Senior Front End Developer up to £90,000 Normally 4 years+ working with JavaScript framework such as React.js, Vue.js or Angular 2+. Mid-level Front End Developer up to £75,000 Normally 2 ½; - 4 years working with either React.js, Vue.js or Angular2+. Junior Front End Developer up to £50,000 2 years working with either React.js, Vue.js or Angular2+. BENEFITS (in addition to standard benefits) Remote working -candidates will often prioritise a role that offers remote working. Paid leave to attend conferences & Meet-Ups. Relocation packages – for candidates relocating across the UK or overseas. Shares/stocks in the company particularly common in start-ups. Free food on-site, or ordered in meals such as Deliveroo, Uber Eats etc. Unlimited annual leave Private health insurance Season ticket loans – commonly offered in London. Personal development and training courses e.g. flying candidates out to attend training in different sites across the world. Free technology e.g. MacBook, Laptops, Company Phones etc WORKING EXPECTATIONS & CULTURE Flat line structure – candidates are increasingly asking about company structure and ability to progress within an organisation. Mutual trust / flexible work times, trust in getting the work done and meeting deadlines without micro-management. Budgets for personal development – companies are actively increasing spending on training facilities/programmes. Extended parental leave for both parents (not gender exclusive). Having clear company values that employees must uphold & "being heard". For any further information about the statistics above or other information about the UK JavaSript market, including competitors, tech on the rise and hiring processes, feel free to contact me Let's have a chat! 01727 228 231 Drop me an email simran@understandingrecruitment.co.uk or Connect with me on LinkedIn.

At Understanding Recruitment we put a huge emphasis on self development. So much so that one of our values is dedicated to being 'the very best you'. We also host our monthly Bookclub meetup where we discuss our latest reads. Here are the team's favourites for you to enjoy! THE SLIGHT EDGE BY JEFF OLSON What it’s about The Slight Edge shows you how to create powerful results from the simple daily activities in your life, by using tools that are already within you. And all you need to make that happen? Discover that "one" thing that will help you achieve that goal, realize a life-long dream or propel you up the ladder to success. About the Author Jeff Olson has built several multimillion-dollar sales and marketing organisations, hosted seminars in every major city in the United States and produced more than 900 television programmes centred on personal development. Over the past twenty years, Jeff has helped hundreds of thousands of individuals achieve better levels of financial freedom and personal excellence. Order it here SHOE DOG: A MEMOIR BY THE CREATOR OF NIKE BY PHIL KNIGHT What it’s about In 1962, fresh out of business school, Phil Knight borrowed $50 from his father and created a company with a simple mission: import high-quality, low-cost athletic shoes from Japan. Selling the shoes from the boot of his Plymouth, Knight grossed $8000 in his first year. Today, Nike's annual sales top $30 billion. In an age of start-ups, Nike is the ne plus ultra of all start-ups, and the swoosh has become a revolutionary, globe-spanning icon, one of the most ubiquitous and recognisable symbols in the world today. But Knight, the man behind the swoosh, has always remained a mystery. Now, for the first time, he tells his story. About the Author One of the world’s most influential business executives, Phil Knight is the founder of Nike, Inc. He served as CEO of the company from 1964 to 2004, as board chairman through 2016, and he is currently Chairman Emeritus. Order it here CAN’T HURT ME: MASTER YOUR MIND AND DEFY THE ODDS BY DAVID GOGGINS What it’s about For David Goggins, childhood was a nightmare — poverty, prejudice, and physical abuse coloured his days and haunted his nights. But through self-discipline, mental toughness, and hard work, Goggins transformed himself from a depressed, overweight young man with no future into a U.S. Armed Forces icon and one of the world's top endurance athletes. The only man in history to complete elite training as a Navy SEAL, Army Ranger, and Air Force Tactical Air Controller, he went on to set records in numerous endurance events, inspiring Outside magazine to name him “The Fittest (Real) Man in America.” In Can't Hurt Me, he shares his astonishing life story and reveals that most of us tap into only 40% of our capabilities. Goggins calls this the 40% Rule, and his story illuminates a path that anyone can follow to push past pain, demolish fear, and reach their full potential. About the Author Goggins has competed in more than sixty ultra-marathons, triathlons, and ultra-triathlons, setting new course records and regularly placing in the top five. A former Guinness World Record holder for completing 4,030 pull-ups in seventeen hours, he's a much-sought-after public speaker who's shared his story with the staffs of Fortune 500 companies, professional sports teams, and hundreds of thousands of students across the country. Order it here THE COACHING HABIT: SAY LESS, ASK MORE & CHANGE THE WAY YOU LEAD FOREVER BY MICHAEL BUNGAY STAINER What it’s about In Michael Bungay Stanier's The Coaching Habit, coaching becomes a regular, informal part of your day so managers and their teams can work less hard and have more impact. Drawing on years of experience training more than 10,000 busy managers from around the globe in practical, everyday coaching skills, Bungay Stanier reveals how to unlock your peoples' potential. He unpacks seven essential coaching questions to demonstrate how--by saying less and asking more--you can develop coaching methods that produce great results. About the Author Michael is the founder of Box of Crayons, a company that helps organizations do less good work and more great work. Michael has written for or been featured in numerous publications including Business Insider, Fast Company, Forbes, The Globe & Mail and The Huffington Post. Order it here 7 HABITS OF HIGHLY EFFECTIVE PEOPLE BY STEPHEN COVEY What it’s about To live with security and wisdom, and to have the power to take advantages of the opportunities that change creates, we need fairness, integrity, honesty and human dignity. Quite a tall order when you consider that most of us live our lives in a permanent state of flux, questioning our ideals and values and fighting a daily battle with the lack of self-confidence that stops us from taking risks of any kind. But, in The Seven Habits of Highly Effective People, Covey manages to make it sound as if changing the way, we look at ourselves and the world around us so that we can become more successful both personally and professionally an absolute doddle. About the Author Stephen R. Covey is a renowned leadership authority, family expert, teacher, organizational consultant, and co-founder of FranklinCovey Co. He is author of several international bestsellers and was named one of TIME Magazine's 25 Most Influential Americans. Order it here FIRST MAN IN: LEADING FROM THE FRONT BY ANT MIDDLETON What it’s about No one is born a leader. But through sheer determination and by confronting life’s challenges, Ant Middleton has come to know the meaning of true leadership. In First Man In, he shares the core lessons he’s learned over the course of his fascinating, exhilarating life. About the Author Ant Middleton is the front man for Channel 4’s hit show, SAS: Who Dares Wins. Born in Portsmouth and raised in rural France, Ant set his sights on a career in the armed forces and didn’t stop striving until he achieved his goal. Over the course of his career he has served in the Special Boat Service, the Royal Marines and 9 Parachute Squadron Royal, achieving what is known as the ‘Holy Trinity’ of the UK’s Elite Forces. Order it here HIGH PERFORMANCE HABITS: HOW EXTRAORDINARY PEOPLE BECOME THAT WAY BY BRENDON BURCHARD What it’s about It's one thing to know that habits are important, it's another to know the secret rituals of the world's most successful people. Twenty years ago, author Brendon Burchard set out to discover why some people can easily change, develop skill rapidly and rise in their chosen career field, while others work hard but struggle for decades. What he discovered is a unique set of habits that apply across all areas of our lives, that when practiced lead to success across any domain. In this book, you'll learn: How the world's highest-performing people think, respond to challenge and achieve goals faster than their peers Why high performers shirk the advice of 'just be yourself' and 'do what comes naturally to you' Why motivation, grit and practice are not enough despite the recent buzz When to give up or start over so that you can move ahead faster Tactical advantage habits that help you become 30% more productive in 7 days Absolutely must-do habits to immediately follow for your health, relationships and career. And much more! About the Author Brendon Burchard is one of the most watched personal development trainers in the world. A #1 New York Times bestselling author, his books include The Motivation Manifesto, The Millionaire Messenger and Life's Golden Ticket. Brendon dedicates his life to helping others find their charge and share their voice with the world. Order it here HOW TO DEAL WITH DIFFICULT PEOPLE: SMART TACTICS FOR OVERCOMING THE PROBLEM PEOPLE IN YOUR LIFE BY GILL HASSON What it’s about Whether it’s a manager who keeps moving the goal posts, an uncooperative colleague, negative friend, or critical family member, some people are just plain hard to get along with. Often, your immediate response is to shrink or sulk, become defensive or attack. But there are smarter moves to make when dealing with difficult people. This book explains how to cope with a range of situations with difficult people and to focus on what you can change. This book will help you to: Understand what makes difficult people tick and how best to handle them Learn ways to confidently stand up to others and resist the urge to attack back Develop strategies to calmly navigate emotionally charged situations Deal with all kinds of difficult people hostile, manipulative and the impossible Know when to choose your battles, and when to walk away About the Author Gill Hasson delivers teaching and training for educational organisations, voluntary and business organisations and the public sector. She has 20 years’ experience teaching and writing on a range of personal development issues; confidence and self-esteem, communication skills, assertiveness and resilience. Order it here THE CHIMP PARADOX: THE MIND MANAGEMENT PROGRAMME TO HELP YOU ACHIEVE SUCCESS, CONFIDENCE AND HAPPINESS BY DR STEVE PETERS What it’s about Do you sabotage your own happiness and success? Are you struggling to make sense of yourself? Do your emotions sometimes dictate your life? The Chimp Paradox is an incredibly powerful mind management model that can help you become a happy, confident, healthier and more successful person. Prof Steve Peters explains the struggle that takes place within your mind and then shows how to apply this understanding to every area of your life so you can: Recognise how your mind is working Understand and manage your emotions and thoughts Manage yourself and become the person you’d like to be The Chimp Mind Management Model is based on scientific facts and principles, which have been simplified into a workable model for easy use. It will help you to develop yourself and give you the skills, for example, to remove anxiety, have confidence and choose your emotions. The book will do this by giving you an understanding of the way in which your mind works and how you can manage it. It will also help you to identify what is holding you back or preventing you from having a happier and more successful life. About the Author Dr Steve Peters is a Consultant Psychiatrist and has worked in the clinical field of psychiatry for over 20 years. He specialises in optimising the functioning of the mind and holds degrees in mathematics and medicine. Dr Peters is Undergraduate Dean at Sheffield University Medical School and resident psychiatrist with the British Cycling and Sky ProCycling teams. Order it here GRIT: WHY PASSION AND RESILIENCE ARE THE SECRETS TO SUCCESS BY ANGELA DUCKWORTH What it’s about In this must-read for anyone seeking to succeed, pioneering psychologist Angela Duckworth takes us on an eye-opening journey to discover the true qualities that lead to outstanding achievement. Winningly personal, insightful and powerful, Grit is a book about what goes through your head when you fall down, and how that – not talent or luck – makes all the difference. About the Author Dr Angela Duckworth is a 2013 MacArthur Fellow and an associate professor of psychology at the University of Pennsylvania. She is an expert in non-IQ competencies, including grit and self-control. A highly sought-after international speaker, her TED talk on grit has been viewed by over 10 million people. Order it here MINDSET: CHANGING THE WAY YOU THINK TO FULFIL YOUR POTENTIAL BY CAROL DWECK What it’s about Dweck explains why it's not just our abilities and talent that bring us success-but whether we approach them with a fixed or growth mindset. She makes clear why praising intelligence and ability doesn't foster self-esteem and lead to accomplishment but may jeopardize success. With the right mindset, we can motivate our kids and help them to raise their grades, as well as reach our own goals-personal and professional. Dweck reveals what all great parents, teachers, CEOs, and athletes already know: how a simple idea about the brain can create a love of learning and a resilience that is the basis of great accomplishment in every area. About the Author Carol S. Dweck is an American Professor of Psychology. She is best known for her work on the mindset of psychological traits. Order it here LEGACY: WHAT THE ALL BLACKS CAN TEACH US ABOUT THE BUSINESS OF LIFE BY JAMES KERR What it’s about Champions do extra. They sweep the sheds. They follow the spearhead. They keep a blue head. They are good ancestors. In Legacy, best-selling author James Kerr goes deep into the heart of the world’s most successful sporting team, the legendary All Blacks of New Zealand, to reveal 15 powerful and practical lessons for leadership and business. Legacy is a unique, inspiring handbook for leaders in all fields, and asks: What are the secrets of success sustained success? How do you achieve world-class standards, day after day, week after week, year after year? How do you handle pressure? How do you train to win at the highest level? What do you leave behind you after you’re gone? What will be your legacy? About the Author James Kerr specialises in leadership and high performance. He is the co-founder of Fable Partners, the Leadership and Change Consultancy. Order it here UNSTOPPABLE: A 90-DAY PLAN TO BIOHACK YOUR MIND AND BODY FOR SUCCESS BY BEN ANGEL What it’s about Unable to overcome debilitating fatigue and depression, bestselling author and personal development expert Ben Angel set out on a 90-day mission to find and conquer the root of his rut. The result of his journey is Unstoppable, a highly revealing book where Ben gives you a look into the world of nootropics, wearable devices, and nutrition and delivers a guide to help you reduce stress, increase focus, improve physical performance, and eliminate your fears. You’ll hear from world-leading biohackers, neuroscientists, doctors, and New York Times bestselling author Dave Asprey as Ben helps you: Identify the seven triggers causing your brain fog Discover the key to better health, more energy, and a better mood Optimize your mental performance and feel more alert with six nootropics Form new behaviours and break old patterns (the real secret to your success) Interrupt your stress response through breathing Align your biochemistry with your soul’s purpose in three easy steps Use progressive overload to become an upgraded version of yourself About the Author Ben Angel, author of CLICK, Sleeping Your Way to The Top in Business and Flee 9-5, is Australia's leading marketing authority. Founder of benangel.co, a site dedicated to providing entrepreneurs advanced online marketing courses and education, Ben provides easy-to-apply and even easier-to-understand strategies for reaching new customers with ease. Order it here EGO IS THE ENEMY: THE FIGHT TO MASTER OUR GREATEST OPPONENT BY RYAN HOLIDAY What it’s about It's wrecked the careers of promising young geniuses. It's evaporated great fortunes and run companies into the ground. It's made adversity unbearable and turned struggle into shame. Every great philosopher has warned against it, in our most lasting stories and countless works of art, in all culture and all ages. Its name? Ego, and it is the enemy - of ambition, of success and of resilience. In Ego is the Enemy, Ryan Holiday shows us how and why ego is such a powerful internal opponent to be guarded against at all stages of our careers and lives, and that we can only create our best work when we identify, acknowledge and disarm its dangers. Drawing on an array of inspiring characters and narratives from literature, philosophy and history, the book explores the nature and dangers of ego to illustrate how you can be humble in your aspirations, gracious in your success and resilient in your failures. About the Author Ryan Holiday is the bestselling author of Trust Me, I'm Lying, Growth Hacker Marketing and The Obstacle is the Way. His books have been translated into seventeen languages and his writing has appeared everywhere from the Columbia Journalism Review to Fast Company. He was director of marketing at American Apparel for many years, and his strategies in growth hacking and advertising are used as case studies by Twitter, YouTube and Google. Order it here THE POWER OF HABIT: WHY WE DO WHAT WE DO, AND HOW TO CHANGE BY CHARLES DUHIGG What it’s about We can always change. In The Power of Habit, award-winning New York Times business reporter Charles Duhigg translates cutting-edge behavioural science into practical self-improvement action, distilling advanced neuroscience into fascinating narratives of transformation. Why can some people and companies change overnight, and some stay stuck in their old ruts? The answer lies deep in the human brain, and The Power of Habits reveals the secret pressure points that can change a life. From Olympic swimmer Michael Phelps to Martin Luther King Jr., from the CEO of Starbucks to the locker rooms of the NFL, Duhigg explores the incredible results of keystone habits, and how they can make all the difference between billions and millions, failure and success – or even life and death. About the Author Charles Duhigg is a Pulitzer Prize-winning investigative reporter for The New York. A graduate of Yale University and Harvard Business School, he has received the George Polk, the National Academies of Science and other awards. Order it here

Towards the end of 2018, I broke away from the London Java market to embark on a fresh Berlin Java Developer recruiting operation here at Understanding Recruitment. Building something from scratch has its challenges, however, myself and the growing team knew we had Java recruiting expertise that would benefit tech companies in Berlin. Of course, there were still the apprehensions of stepping into the unknown. Sometimes I found myself asking the question, were we relevant here?! Every tech hub has its nuances, but recruitment will always be recruitment wherever you are in the world, but I did find people in Berlin to be open, honest, and happy to work with you providing you are offering a niche product that can cut through the noise (In our case this was Java, just in Berlin, and only the best). Our pure specialism approach has really helped us because let’s face it, people only use external agencies when they really need to. When it is business-critical. When you really need a service, you want the peace of mind that it can deliver and do the best job. If you really need Elbow surgery, you choose the surgeon who does Elbow surgeries all day every day. Not the one who does a bit of Elbow, Heads, and Knees and as a result dilutes their expertise. When it counts specialism always wins, and with a small team we have used this to build up a valuable network that can be mobilized at any time – and the whole network is relevant to our current and future clients. In 2019 I have had to manage and train up new recruits myself and say goodbye to some great recruiting talent all in a constantly moving market. I wanted to highlight some trends that I have noticed about the Berlin Java market in 2019 that I think could give us an idea to what 2020 might look like. The Powerful Candidate There are more Java Developer vacancies in Berlin than Java Developers – and in 2019 this gap has intensified. The hiring landscape has given more power to the candidate, so if a Java Developer is actively looking, they have more options than ever, and are on the market for a shorter amount of time. Berlin companies have had to adapt to create more sophisticated and quicker interview processes, and we have had to educate on the growing demand for our Java network. It still has not reached the levels of London where if you are a strong Java Developer who starts looking around on a Monday morning, you will have interviews booked in by lunchtime and could find yourself signing a new contract within 7 to 14 days. I feel Berlin will move in that way especially as numerous heavyweights are opening tech hubs in Berlin over the next couple of years – I am sure Elon Musk will have something to do with it… The German language is more of a plus now When the team and I came into the Berlin market it was very international and most tech teams were international speaking. However, this year the ones who required fluent German have struggled more than ever to find and hire top German-speaking tech talent. This has led some companies to relax their German-speaking requirements with some parts of the team being English speaking. However, if done incorrectly some Software Developers can feel alienated when there are languages being spoken that they do not understand. It seems trivial but it is us tech recruiters who speak to these Software Developers when they want to leave. It happens! Relocation Perks never looked so good! In 2019, 56% of our placements were in Berlin already whilst 44% relocated. People relocated from the EU Block, Egypt, Iran, Ukraine, Russia, Mexico, and Brazil. Someone looking for a move to Berlin has now numerous lucrative relocation packages to choose from, and it is not just the Unicorns offering it anymore. We have seen some impressive temporary accommodation being offered, big relocation lump sums up front, moving costs covered, and close and personal support to help you settle into your new surroundings. Some companies are really going the extra mile to help candidates with the emotional side of relocating to a new city. 2020... Berlin currently ranks 10th globally for Unicorns with 11 and is still regarded as the 2nd largest Tech Hub in Europe behind London. Furthermore, between 2014 and 2018 there was €474 million in investment per Capita, so there is still plenty of room for Berlin to grow (Stat from Dealroom). Although it is a mature tech hub it can still “mature” a hell of a lot more, and the hiring process of Java Developers and tech teams, in general, will not be excluded from this exciting maturing process! Bring on 2020!!!

The information in this report is based on our personal data from placements made in 2019 and comes from three major locations – London, Cambridge and Oxford. The reason we've used brackets is due to the difference in location costs. Based on our information, London would be in the higher salary bracket due to the cost of living associated with living in the capital. For start-up companies, there's been more of an emphasis on a lower salary package but with vested equity in the company. On the other hand, larger scale organisations are able to offer a higher salary with a bonus instead of equity. For Research based positions, a PhD has been influential in securing a higher salary – in some cases, without industry/commercial based experience. Several publications at highly contested conferences are always a huge attraction to companies looking to hire Research talent. We have also seen higher salaries offered to graduates from an Engineering and Research background with internship experience and/or an up-to-date Github (or similar) account. PLACEMENT SALARIES IN 2019 Graduate Machine Learning Engineer £40,000-£50,000 Machine Learning Engineer (1-2 years) £55,000-£65,000 Senior Machine Learning Engineer (3 years+) £85,000-£120,000 Python Engineer (Grad to 1 year) £40,000 Mid-level Python Engineer (2-4 years) £50,000-£70,000 Senior Python Engineer (5 years+) £75,000 - £100,000 Data Scientist £65,000 Senior Data Scientist £70,000-£90,000 Robotics Engineer (Experienced) £50,000 Research Scientist (PhD – 2 years) £83,000 Senior Research Scientist (3 years+) £95,000 - £120,000 BENEFITS (in addition to standard benefits) Remote working - candidates will often prioritise a role that offers remote working. Paid leave to attend conferences & Meet-Ups. Relocation packages – for candidates relocating across the UK or overseas. Shares/stocks in the company particularly common in start-ups. Free food on-site, or ordered in meals such as Deliveroo, Uber Eats etc. Unlimited annual leave Private health insurance Season ticket loans – commonly offered in London. Personal development and training courses e.g. flying candidates out to attend training in different sites across the world. Free technology e.g. MacBook, Laptops, Company Phones etc. WORKING EXPECTATIONS & CULTURE Flat line structure – candidates are increasingly asking about company structure and ability to progress within an organisation. Mutual trust / flexible work times, trust in getting the work done and meeting deadlines without micro-management. Budgets for personal development – companies are actively increasing spending on training facilities/programmes. Extended parental leave for both parents (not gender exclusive). Having clear company values that employees must uphold & "being heard". For any further information about the statistics above or other information about the UK Machine Learning & Artificial Intelligence market, including competitors, tech on the rise and hiring processes, feel free to contact me. Let's have a chat! 01727 809 403 Drop me an email aheneghan@understandingrecruitment.co.uk or Connect with me on LinkedIn.

The salaries presented below have come from candidate placements within the Understanding Recruitment Java team in 2019 and also from salary ranges for active vacancies with current partners. This year has seen a growing demand for Java developers (also the case for other areas in development including Python, ML etc.) and higher salaries given to candidates with Cloud and DevOps tools experience and knowledge. Alongside Java, highly requested skills that are sought after across the London market include AWS/GCP/Azure, Docker, Kubernetes, CI/CD, TDD and BDD methodologies. PLACEMENT SALARIES IN 2019 GRADUATE JAVA DEVELOPER £35,000 - £50,000 JUNIOR JAVA DEVELOPER (1-3YRS) £40,000 - £65,000 MID-LEVEL JAVA DEVELOPER (4-5YRS) £60,000 - £75,000 SENIOR/LEAD JAVA DEVELOPER (5YRS+) £70,000 - £130,000 BENEFITS (in addition to standard benefits) Remote working is the benefit in most demand. The majority of clients are offering it and candidates will often prioritise a role that offers 1 / 2 / 3 days remote working per week. Unlimited annual leave is also becoming more popular. Paid time off for charity work is increasing. Weekly Deliveroos / meals or similar. WORKING EXPECTATIONS & CULTURE Flexible working hours in different guises. Some companies give employees full autonomy and say as long as employees work their total contracted hours. Most are happy for people to start / finish early as and when required. There’s a move towards companies that value professional development. They may facilitate people going to relevant conferences (or even if they can represent their company at a conference), offering training budgets, 10% time working on personal projects during the week etc. For any further information about the statistics above or other information about the Java London market, including competitors, tech on the rise and hiring processes, feel free to contact me. Let's have a chat! 01727 809830 Email me at cyoung@understandingrecruitment.co.uk or Connect with me on LinkedIn.

There are more Java Developer vacancies in Berlin than Java Developers – and in 2019 this gap intensified. The hiring landscape has given more power to the candidate, so if a Java Developer is actively looking, they have more options than ever, and are on the market for a shorter amount of time. Berlin companies have had to adapt to create more sophisticated and quicker interview processes. In 2019 we found 56% of our placements were living in Berlin already whilst 44% relocated to the German capital. People relocated from the likes of EU countries, Egypt, Iran, Ukraine, Russia, Mexico, and Brazil. Berlin currently ranks 10th globally for Unicorns and is still regarded as the number 2 Tech Hub in Europe behind London. Furthermore, between 2014 and 2018 there was €474 million in investment per Capita, so there is still plenty of room for Berlin to grow (Source: Dealroom). PLACEMENT SALARIES IN 2019 BACKEND ENGINEERS (4-8 YEARS EXPERIENCE) 65,250€ BACKEND ENGINEERS (8+ YEARS EXPERIENCE) 79,354€ Data source: 2019 internal placement data from the Understanding Recruitment Berlin Java team LANGUAGE BARRIERS When the team and I came into the Berlin market it was very international and most tech teams were international speaking. However, this year the ones who required fluent German have struggled more than ever to find and hire top German speaking tech talent. This has led some companies to relax their German speaking requirements. However, if done incorrectly some Software Developers can feel alienated when there are languages being spoken that they don't understand. It seems trivial but it's us tech recruiters who speak to these Software Developers when they want to leave. It happens! RELOCATION PERKS: Some quite impressive temporary accommodation. Relocation packages offered upfront to help with moving. Flights all paid for upfront. Help in finding new accommodation. A dedicated relocation manager to walk you through the Visa process. Signing on Bonuses. Personal support to help to settle into your new surroundings. For any further information about the statistics above or other information about the Java Berlin market, including competitors, tech on the rise and hiring processes, feel free to contact me. Let's have a chat! +49 3076758396 Ext: 1001 or +44 (0)1727 228 235 Drop me an email abloisi@understandingrecruitment.co.uk or Connect with me on LinkedIn.

You may be a New Year’s resolutions sceptic, but researchers have proven that goals set around this time of year are more likely to be achieved than resolutions we undertake at any other time of the year! As the famous saying “new year, new job” goes, research also shows that the decision to change jobs is one of the most common resolutions that people make every New Year’s Eve (even more popular than joining the gym!). So, if you’ve been thinking about making a change lately, now is the time to set yourself up for success in the new year. Here are my top 10 tips for staying committed to your goals: Your career resolutions should be specific, measurable and realistic - while ambitious goals are good, they’re not always achievable so make sure you set yourself up to succeed by making your goals achievable in the timeframe you set. It’s important not to make them when you’re intoxicated, stressed, or feeling particularly emotional (all common states around this time of year). You need a clear head - think about what you want to change, but also consider whether it is achievable. Do you need more money? Do you want to expand your skill set? Will you need to upskill for your next role and how long will this take? Are you looking for management opportunities that you currently don’t have? Plan your change step by step – making changes to your career is easier when you break them down into more actionable chunks. List what you need to do to get to your goal and get started one step at a time. Formulate your decision constructively - instead of thinking “I will quit my job because I’m unhappy” you need to be more specific if you want to succeed. An example of a better resolution might be: “I will find a better-paid job as a DevOps Engineer where I will use modern technologies like Kubernetes”. Prepare your CV and tailor it to each opportunity you’re applying to, check what’s going on in your industry’s job market, decide what type of role would excite you, search in the right places, get ready for potential interviews and most importantly give it your all! A half-hearted approach to your job searches rarely ends successfully. Focus on what it is you want and forget the rest – it’s easy to get carried away at the applying stage but don’t fall for the temptation to apply for jobs you don’t have the skills for or that don’t get you revved up. Your time is too valuable to be wasted like this. Recruiters will also wonder about your focus if you apply to multiple roles that aren’t related and will be cautious about working with you. Don’t panic if you don’t hear back from a recruiter right away about your application. Giving them a call will set you apart from other applicants and speedier feedback. Be smart with your planning; it’s important to stick at it and have a strategy that won’t burn you out. Stay confident in your own abilities and don’t give up. Keep track of your applications – working with a single recruiter makes this much easier. There is nothing worse that not having a clue which roles you’ve applied to when you receive a phone call from a recruiter. It’s all about first impressions! Finally remember to reward yourself for even the smallest successes that arise on your way to finding your new dream job! In other words, don’t be like Kevin: Kevin does not like his job as a DevOps Engineer in a small town in Northern England. His boss irritates him, he works with old technologies and all his ideas for improvements are rejected. As his New Year's resolution, Kevin decides that he wants to work in a better-paid job in the centre of London. He starts sending his CV to every company that he thinks might be interested in hiring him. Even though he wants to be a DevOps Engineer, he decides to maximise his chances of finding a new position by applying for nearly every job that he sees advertised. During stage one interviews, he finds that he can’t always remember where he applied, which role they’re talking about and what specific skills the role requires. The interviewers are not impressed, and they all reject him without having had a face to face meeting. By the end of January, Kevin has become frustrated with job hunting. He’s exhausted from the effort of applying for new positions whilst simultaneously working full-time. He gives up and decides to stay in the job where he feels underappreciated. But what if he had made a better plan before he started looking for new positions? What if he had only applied for a small number of jobs that really interested him, and had given his all to the interview process? Perhaps he would still have had some rejections (that’s an unfortunate reality of looking for jobs). But the process would not have been so draining on him. He would have been more likely to get through the first stage to face to face interviews. And whilst it might not have happened immediately, the odds would have been on his side in the medium-term. If you'd like to discuss your 2020 careers plans connect with me on LinkedIn, drop me an email or give me a call on 01727 225 558. I look forward to speaking with you and wish you a Happy New Year!

James Bowler graduated from Swansea University with a BSc in Economics and now recruits Front-End Web Developers across the UK. Here's what he has to say about his experience of tech recruitment so far... 1. Why did you decide to get into a career in recruitment? Coming from an academic background that is traditionally linked with a career in the financial sector, I was looking for an opportunity that offered similar earning potentials without the narrow confines of a role in economic analysis. I gained an appreciation from meeting key members of Understanding Recruitment of the breadth of their client base, from start-ups to established companies and the daily interaction with a diverse range of international people. I have found rewarding the insight into businesses and specifically the importance of technology in shaping their development. 2. What’s the best thing about working at Understanding Recruitment? What has impressed me most at Understanding Recruitment is the supportive culture present within an intrinsically competitive profession and the management style that both motivates and rewards, giving us all a sense of achievement. 3. What would your advice be to a graduate looking for a career in recruitment? No day is ever the same and working in such a competitive field brings high points as well as low points. But if you are prepared to be resilient with a positive outlook then your success is both financially and motivationally rewarding, all within a workplace environment like no other. Curious about a career in tech recruitment? If you are ambitous, financially driven and outgoing we would love to hear from you. Drop Emily Kitamura or Jessie Edwards a message on LinkedIn, send an email to emily@understandingrecruitment.co.uk or call 01727 228 255.

I recently released a 6 question, multiple-choice survey to my Java Developer network to uncover some insights about the job-changing market for Java Developers in the UK. I was inspired by Stack Overflow’s annual software developer survey to explore my market in greater depth. In this article, we’ll be looking at current trends and comparing data across workplace and job-hunting experiences for Java Developers. 1. Current Workplace Experiences ‘Tech stack’ was rated most highly by Java Developers when asked about their favourite aspect of their current work. These results corroborate Stack Overflow's 2019 developer survey. ‘Opportunities for self-development’ were also valued more than ‘company culture and values’. Instead of internal recruiters marketing their offices as being ‘dog-friendly’ and ‘newly refurbed’ – what the market is actually telling us is that, as recruiters (both internal and agency), we should be proactively highlighting career-progression opportunities and aspects like training budgets. Surprisingly, the graph makes for some interesting interpretations as no respondents brought up flexible/remote working options as one of the best aspects of their current work. Either not enough companies are currently introducing these options into work practice or, contrary to current market demand, other factors are still favoured. Realistically, are there any major benefits to working from home if the project/tech you’re working with daily is boring? 2. Challenges to Productivity Three key answers account for approximately 75% of respondents' opinions when asked about their biggest challenges to productivity at work: Lack of career progression opportunities – this is one of the many reasons why the average Java job cycle lasts 18-24 months. It is typically easier to move as a Mid- or Senior Level developer via a company change. Distracting work environment – increased meetings and noisy environments. Being tasked with non-development work – a lot of the Java Developers I’m talking to now are looking elsewhere because their employer has been pushing them towards more hands-off responsibilities. Interestingly, 10% of respondents said that their teams are currently understaffed for the workload. The software development market is notoriously competitive and candidate short. With a record £5.5bn investment in the London tech scene so far in 2019, it’s no wonder most tech companies are looking to hire! 3. Most Important Factors in Decision Making The survey shows that ‘opportunities for professional development’, ‘tech stack’ and ‘remuneration’ are the most influential factors in decision-making processes for Java Developers. This corroborates the data discussed for questions 1 and 2. I was surprised to not see ‘company values and culture’ with a higher number of votes. A lot of Java Developers I have spoken with recently have highlighted the struggle to progress in bureaucratic environments where decision-making is out of their hands/too top-down. My own insights from conversations within this market would rank ‘tech stack’, ‘company values and culture’ and ‘remuneration’ as top factors steering job-decision making. 4. Approaches to Looking for Opportunities There were few surprises here with 46% of respondents mentioning something LinkedIn related as a tool for finding a new opportunity. Whether this is ‘opening yourself to new opportunities’ or applying to the jobs posted on the social media platform, it’s no wonder that LinkedIn is becoming increasingly popular for developers to find jobs that match their specialism. It currently has 20 million jobs listed on its platform! Arguably, 5 years ago this graph would have looked very different as the ‘job board’ option has drastically reduced but does remain present nonetheless with 22% of developers using them! I was expecting slightly more responses for the use of personal networks given the number of forums, slack communities and blogs in the programming space but understand that developers are most probably interested and curious about market insights on various projects and salary info which they would discuss in greater detail with recruiters. Reaching out to recruiters accounted for 12.2% of responses. 5. Working with Recruiters? Good news for all recruiters reading this! Over 36% of responses highlight the value of working with recruiters. This is due to our direct contact with hiring managers and key members in the recruitment process to keep track of applications, prepare candidates for interviews and what questions to expect and provide relevant feedback which can help with the rest of their job searches. Approximately 1 in 4 Java respondents use recruiters as a tool to find out more about the job market and industry insights. From speaking to software developers and hiring managers daily - recruiters (in general) have beneficial knowledge about salary expectations, new projects/tech worth getting experience with and opportunities across various industries. 6. What about Specialist Recruiters? An overwhelming 70% of Java Developers who took part in the survey said that they would work with a specialist recruiter. With the Recruitment and Employment Confederation (REC) predicting that 56% of vacancies in the next 12 months will be filled by agencies, the role of the recruiter is pivotal. Insights around salary ranges, ‘up and coming’ technologies that are worth getting your hands on and specific information about career progression opportunities are just a few things that you won’t be able to get from a LinkedIn advert. Specialist recruiters (in any sector/industry!) speak to many candidates with similar profiles and can have invaluable knowledge on how you compare to others within your profession and importantly, which companies are looking for someone exactly like you. We know the interview processes too, have direct relationships with hiring managers, have case studies of candidates we have placed who have been promoted, negotiate salaries for you – and best of all, our entire service is free! Why wouldn’t you use a specialist recruiter? Overall, for the first survey I have done on my Java market, the research across the Java Development conducted makes for some interesting talking points for both hiring managers and recruiters (internal and agency). Tech stacks and opportunities for career progression are pulling factors to new opportunities whilst distracting working environments are pushing people to new projects. Next time you’re interested in a new role, why not use a specialist recruiter to give you some insights? You could really be missing out if you don’t! If you'd like to discuss the Java market with me in more detail or want to hear more about how we can work together, message me on LinkedIn, drop me an email or give me a call 01727 809830.

Carina Panchal graduated from Nottingham Trent University with a BSc in Psychology before joining Understanding Recruitment in our HQ in St. Albans, Hertfordshire. As part of our Delivery team, she now recruits a wide range of tech related roles, from iOS Software Developers to Marketing Analysts. 1. Why did you decide to get into a career in recruitment? After graduating I wasn’t sure what career path I wanted to take at the time, so I spent a lot of time researching different jobs and I finally stumbled upon recruitment. Having looked at some recruitment job ads and descriptions, I realized I would be well suited to a recruitment role, as it involves a lot of talking to different people on a daily basis and helping to find these people their dream job! In recruitment, your work is also attributed to you and only you, so it's easy to take responsibility for your hard work. Plus the earning potential and chance for career progression are a great bonus! 2. What’s the best thing about working at Understanding Recruitment? The best thing about working at UR is the company culture. In a very competitive and cut throat industry, UR really look after their staff and invest a lot in training us up and making sure we have all the tools we need to succeed. UR is very much about building each other up, and using the competitive nature of the job in a healthy way, to drive everyone to be their best. Everyone has been very supportive, friendly and helpful, and this has allowed me to have the best possible start to my career in recruitment! 3. What would your advice be to a graduate looking for a career in recruitment? To any graduates looking for a career in recruitment, my best advice would be to thoroughly get stuck in and give everything a go. In this industry, you only get out what you put in, so be prepared to work really hard! Resilience is very important, and being able to keep going after a bad day or week makes it that much better when things do start to fall into place! Curious about a career in tech recruitment? If you are ambitous, financially driven and outgoing we would love to hear from you. Drop Emily Kitamura or Jessie Edwards a message on LinkedIn, send an email to emily@understandingrecruitment.co.uk or call 01727 228 255.

If you are in the Tech world you may have heard of Berlin and its rise in the Tech standings. But when it comes down to it, what can Berlin really offer you as a Software Developer if you decide to make the move? Berlin is the fastest-growing tech hub in Europe and 2nd biggest when it comes to tech investment. In 2018 €3.4 billion was ploughed into the Berlin tech ecosystem. Following where people are prepared to put their money is usually a good start to see if something is worthwhile. Right now, investors are not shying away from putting their money into Berlin Tech companies, and because of this companies have to attract great talent into Berlin in order to keep it growing - and also keep the products and projects world-leading! Because of this Berlin can now offer a lot for a Software Developer. The 3 most important things I have highlighted below. 1. Truly International To attract great talent Berlin has opened its doors to some of the brightest and best from all over the world. In 2018 the number of EU Blue Cards issued in Germany was 27,241. Compared to 11,290 in 2013. As a result, it has created a tech melting pot where no matter where you are in the world you can join, work and learn from highly skilled people from different backgrounds. When a team comes together from different cultures the diversity of ideas is huge. They do say 10 people coming up with 10 different ideas = 100 ideas. 10 people with the same outlook coming up with the same 10 ideas are still just 10 ideas. The international approach seems to be working with some Berlin Tech companies offering the highest rates of growth in the whole of Europe. With many companies offering sophisticated relocation support from impressive temporary accommodation, relocation packages upfront, signing on bonuses, relocation managers to walk you through the Visa process, and personal support to help you adapt to your new settings. "It is hard to explain in words but 1 visit to Berlin and seeing the freedom on offer and how accepting people are it really is a city where you can be whoever you want to be!" 2. Cost of living For such an established Tech Hub the cost of living is pretty good compared to other cities in Europe and in Germany. Any research on Berlin rents would point you to the news articles of rent increases in the news, but in relative terms, the rents are still 26% lower than in Munich, and 32% lower than in London. This coupled with rising tech salaries (€61,000 on average for a Software Engineer) it is still making it economical place to pursue your Tech ambitions and start a new future. 3. You can be whoever you want to be In one of my first-ever meetings in Berlin, the Internal Recruiter said to me that Berlin was a place, “Where you can be whoever you want to be”. At the time I was fresh-faced and really did not get what that meant. Since then, from speaking to people and numerous visits, I see it is a place where people come from all over the world and there is little judgment, stereotyping and so much freedom to explore who you are and be completely accepted for it.

We’re proud that 47% of our Understanding Recruitment team are females and to further cement our commitment to supporting women in recruitment, we’ve joined APSCo’s (Association of Professional Staffing Companies) Women in Recruitment initiative. Together with over 40 other recruitment companies of all sizes we’ve pledged ourselves to the initiative and aim to attract more females to the tech recruitment profession while also investing in developing and retaining our current female talent. Here’s what our Founding Director Chris Jackson had to say "At Understanding Recruitment we firmly promote gender diversity across our business. 53% of the recruitment market is female yet research identifies specific barriers preventing females from fulfilling their potential within the industry. Joining 'Women in Recruitment' is another positive step in supporting our staff to ensure all genders within Understanding Recruitment have an equal chance of success. We are extremely proud to be part of this hugely worthwhile initiative." ​ As a result of joining the initiative, all our female employees have access to unique benefits provided including: The Power of Me personal development programme - an online personal development programme for aspiring talent in recruitment. The programme aims to help women reach their potential with the help of Leadership Development Coach Katie Botten. It also includes a personal Strengthscope® profile and report based on an online psychometric assessment which provides a detailed insight into an individual’s significant strengths and sources of energy. Access to all WIR networking events Regular WIR updates, research and white papers In addition to the above, members get tips on cultivating a winning mindset and building a support system, which are crucial factors to a successful career in recruitment.

If you’ve been keeping up with the latest updates in the contracting world, you’ll know that IR35 is the main topic of conversation. But what is IR35, and what does it mean for contractors? What is IR35? Implemented in the year 2000, IR35 was and still is a tax law designed to combat tax avoidance through the use of ‘disguised employment’. Simply put, ‘disguised employment’ is when a person engages with a business through a limited company to carry out work that would usually be completed by an employee. Operating this way means they take advantage of tax efficiencies, allowing them to pay comparatively less tax and National Insurance. The purpose of the legislation is to ensure that contractors that are in ‘disguised employment’ are paying the correct amount of tax. If you’re genuinely in business on your own account then you will not be caught by the legislation and can therefore, take advantage of the tax benefits available when working through a limited company. The IR35 rules are applied on an assignment-by-assignment basis; and currently contractors working within the private sector are responsible for determining the IR35 status of the contract and paying the correct Income Tax and National Insurance contributions for each contract they take on. However, this is due to change on the 6th April 2020, when the current IR35 rules in the public sector are extended to the private sector. The release of detailed plans On the 11th July 2019, as part of the release of the Draft Finance Bill 2020, the government revealed its detailed plans for next year’s reforms to off-payroll working. These reforms are due to be introduced to medium and large businesses, leaving small businesses unaffected. These medium and large businesses will then become responsible and liable for determining the IR35 status of the contractors they work with. What does all of this actually mean? We’ve explored some of the key points below: The small business exemption As mentioned above, the reforms will not apply to small businesses – as defined by the Companies Act 2006. Income Tax and National Insurance deductions will be paid by the fee payer If your contract is deemed to be inside IR35, then the amount paid for your services will be seen as employment income. The fee payer, the organisation that pays the personal service company, becomes the employer for tax purposes and is required to make deductions for PAYE tax and National Insurance contributions from the contract income. Debt transfer provisions This gives HMRC the power to collect unpaid Income Tax and National Insurance contributions from another organisation in the supply chain, should the entity responsible for paying the limited company (referred to as the fee payer) fail to pay these. Improvements to the Check Employment Status for Tax (CEST) tool The CEST tool is a digital tool designed by HMRC, to help decide if your contract falls inside or outside IR35. There has been a lot of debate surrounding its accuracy, HMRC have advised that they are making improvements to the tool and this will be made available later in 2019. The impact on contractors in the private sector The employment status tests are not changing. The only change is in who is responsible for applying the legislation. If your contract and working relationships are similar to those of an employee then you could be deemed as falling inside IR35, meaning the income from your contract will be subject to PAYE Tax and National Insurance deductions like an employee. Though there is a significant amount of nuanced details for IR35, there are also three key pillars to determining your status: Control: If your client imposes a level of control over your work the project is likely to fall inside IR35. Some things to consider – does your client set your working hours, keep a close eye on your work, and dictate how you approach the work? Do you need consent to be given time off work, and are you able to choose the location in which you carry out the work for your client? Mutuality of Obligation: In permanent employment your manager would typically give you work to complete, and when that was done, they would have more for you. You would accept this further work and the cycle would continue. Both you and the employer are obliged to keep this relationship going until one party terminates the contract. However, if your contract is outside IR35 then you have no obligation to accept any additional work offered and the deliverables may be renegotiated at the end of each contract. Personal Service / Right to substitution: One hallmark of an employment relationship is the fact that you are engaged to complete the work personally. If you have an unfettered right to send a suitably qualified substitute in your place without requiring your employer’s permission, this points towards a business to business relationship Providing support We hope our overview of IR35 has been useful, and that we’ve answered some of your questions. It is important to note that determining the IR35 status of a contract is not a tick box exercise, and a holistic approach is needed. If you are unsure of your IR35 status or have any questions regarding IR35, it is important to contact a specialist contractor accountant. You can also contact our Head of Contracts Alex Martuccio by email alex@understandingrecruitment.co.uk or by phone 01727 228 244. Check out our latest contract roles here. ​Leading umbrella company Parasol offers contractors the flexibility which is part and parcel of self-employment, but with the added reassurance and support which comes with permanent employment.

Relocating cities or even countries for a new job can be an exciting but also daunting prospect. There are lots of things to consider before packing up, so we’ve put together the most important things to think about before accepting that new job abroad. 1. Find your why Before relocating, take some time to write down the pros and cons of the move. Why is it that you want to change your current situation? Is it a step up for your career or are you looking for more job satisfaction? Is the pay package better and will your quality of life improve in the new location? Also take into consideration the negatives such as being further away from family and friends, cost of living and possible language barriers. If you have real doubts about moving, then discuss them with family or friends and remember it’s an option and your choice to make. 2. Get to know your new home Before making the final decision about your move, visit your new home and try to experience it as if you already live and work there. This will help you see if you can picture yourself living and laying down roots there in the long-term. You’d be surprised how much places can vary from online photos and information and your gut feel will give you a good indication if the move is right for you. Research the place you’re moving to as much as possible. It’s a good idea to see some different areas while you’re there so you can find the one that suits your lifestyle best. If you can’t visit before you move, speak to people already living there to get a better picture. Local social media groups can be helpful to join, and your new employer will be able to offer some advice. 3. Ask for help Many companies offer a variety of relocation services including practical and financial assistance to employees who are relocating, so it’s worth asking about this during the hiring process. Even if your employer doesn’t typically offer relocation services, it’s worth negotiating this with them if it’s crucial for you to be able to make the move. Make sure to find out what your moving expenses will look like and if your goods need to be shipped so that you have a basis for negotiation. Some companies may also offer corporate housing. 4. Research, research, research Research your future company as much as possible and find out who you will be reporting into and what the team is like. You can find out more about the organisation’s ethic and culture by asking to speak to someone in a similar role as the one you’ll be doing. Next up think through the logistics of your move. Is it a permanent move? Will you be gone for a few months or a couple of years? Selling a house is one of the biggest complications that relocating homeowners face. So, analysing how permanent your move is will influence if you keep your current property, put your things into storage or opt for the full move. Renting your accommodation is also a great choice to settle into a new city without making a huge commitment. Make sure you know how much your cost of living will be, including accommodation, transport, childcare, other expenses, and tax rates. Your new job may offer a better salary package overall, but it may soon lose its novelty when compared to your cost of living. You also need to find out if you need a visa or residency permit to live in the new county. Visas can take quite a lot of time to process, so tackle it early on. If you already have found a job, the company is likely to sort this part out for you. But you should double check if this is the case before accepting the position. It is also worth looking into taxation as many countries have different tax guidelines especially if you are self-employed. Several countries also have bilateral tax treaties in place for non-residents to avoid being double taxed in your home nation and abroad. The UK for example, has over 100 of these treaties with different states. Your move can also affect your state pension so it’s best to clarify your pension status. To make the whole process easier, the best thing to do is to become a list person and keep a to do list for your current location and one for your destination. That way you have an overview of everything you need to keep on top of and don’t forget anything important during this busy time. 5. Think family If you have family, you need to take into consideration how they feel about the move. Will your partner be able to find work and what is the education system, schools and childcare like? Are there language barriers that will affect integration for your whole family? Is an international school the best option? 6. Your new start Once settled in your new city, make sure you’ve done the trial commute to your new place of work and know how long it takes you. The last thing you want is to turn up late on your first day. Networking will help you make new friends and build your safety net. Your new company may offer social clubs and activities to help you meet new people. Joining sports groups is also a great way to meet people with similar interests. The trick is to say yes, get out and be social. 7. If it doesn’t work out You’ve moved to a new city or country and started a new job. Now it’s turned out to be different than what you expected. Remember that it can take some time to get used to new surroundings and cultural differences which can be stressful but it’s important to stick with it and give your new situation a chance. If you’re still not happy after months and you don’t think that will change, you need to have a backup plan. Is it something job specific that is bothering you and could it change if you discuss it with your Manager or is it the location you are living in? Perhaps your commute is too long which is adding on stress or you’re not making any friends. Analyse why you're unhappy with the situation and see if a simple change could have a positive impact. If after this, the situation is still not working out for you, consider what your other options are. Overall, experiencing a different city or country can be the boost you and your career need. The key is that if you don’t like it, you can always go back, but chances are you won’t want to...

BOSTON, Mass., July 10, 2019 (UNDERSTANDING RECRUITMENT) -- This past week award-winning technology, software and digital staffing consultancy Understanding Recruitment, has opened its first stateside office in Boston, Massachusetts. In the city dubbed to become the AI capital of the world the team will be working closely with candidates to bring them the most relevant, challenging and innovative career opportunities within Artificial Intelligence and Backend Engineering. The new office is being led by one of Understanding Recruitment’s most successful consultants, Matthew Ferdenzi, who successfully developed a team of six consultants specializing in Artificial Intelligence and Machine Learning recruitment in the UK. Matt will now be focusing on growing the Boston office over the next few years and brings with him a wealth of industry knowledge and experience. Understanding Recruitment Inc. Chief Operating Officer Matthew Ferdenzi commented “Moving to the U.S. has always been one of my personal goals and Understanding Recruitment have given me the platform to go to Boston and set up my own office and take the bull by the horns really. It’s a massive opportunity and I’m hugely proud to be taking our business stateside. We think that Boston is a global hub with a flourishing tech market and a lot of potential and I’m looking forward to speaking to new candidates and expanding our client base over the coming years.” Ideally located between Boston’s historic North End and ever-evolving West End, Understanding Recruitment has opted to make the WeWork 200 Portland Coworking space their new Boston address. As well as covering Boston and the surrounding cities, Understanding Recruitment recently expanded into the Berlin tech market specializing in Java technology recruitment. With exciting plans for continued growth across new geographical territories the business is also aiming to boost their worldwide headcount from 50 employees to 100 by 2022. Founding Director of Understanding Recruitment Inc. Chris Jackson concluded “We’re thrilled with the success we’ve had in Boston so far and with Massachusetts recruiting more Artificial Intelligence jobs per capita than all other U.S. states except Washington, I look forward to seeing the business go from strength to strength. Opening up in Boston was a very strategic decision that we took because we truly believe that the Boston tech market is strong and is evolving from its biotech roots towards Artificial Intelligence and Machine Learning technologies.” ENDS About Understanding Recruitment Inc. Understanding Recruitment is an award-winning technology, software and digital staffing consultancy with offices in Boston, Massachusetts and the United Kingdom. As well as covering the U.S. and the U.K., Understanding Recruitment also specialize in Java recruitment in Berlin, Germany. Having recently celebrated their first decade in business they have been recognized with several industry awards over the years including 'Best Staffing Firm to Work For 2018'​ at the SIA Awards for the third consecutive year. Their team of specialists operate across all areas of Technology and Digital covering both contract and permanent roles, including Java, DevOps & Cloud, Mobile & Web, .NET, Machine Learning & AI, FinTech, Project / Program and Product Management, Cyber Security, Infrastructure & Support, Testing & QA, Architecture & Design. Contact information: Understanding Recruitment Jana Timm jtimm@understandingrecruitment.co.uk (01144) (0)1727 809 340

As part of our ongoing growth plans, we’re excited to announce that our new Boston, Massachusetts office is now open for business! ​In the city dubbed to become the AI capital of the world the team will be working closely with candidates to bring them the most relevant, challenging and innovative career opportunities within Artificial Intelligence and Backend Engineering. ​ The new office is being led by one of Understanding Recruitment’s most successful consultants, Matthew Ferdenzi, who successfully developed his team of six consultants specialising in Artificial Intelligence and Machine Learning recruitment in the UK. Matt will now be focusing on growing the Boston office over the next few years while our UK team is now in the capable hands of Hannah Beach. Understanding Recruitment Inc. Chief Operating Officer Matthew Ferdenzi said “Moving to the U.S. has always been one of my personal goals and Understanding Recruitment have given me the platform to go to Boston and set up my own office and take the bull by the horns really. It’s a massive opportunity and I’m hugely proud to be taking our business stateside. We think that Boston is a global hub with a flourishing tech market and a lot of potential and I’m looking forward to speaking to new candidates and expanding our client base over the coming years.” Ideally located between Boston’s historic North End and ever-evolving West End, we’ve opted to make the WeWork 200 Portland Coworking space our new Boston address. As well as covering Boston and the surrounding cities, we recently expanded into the Berlin tech market specialising in Java technology recruitment. With exciting plans for continued growth across new geographical territories we’re also aiming to boost our worldwide team from 50 employees to 100 by 2022. Our Founding Director Chris Jackson concluded “We’re thrilled with the success we’ve had in Boston so far and with Massachusetts recruiting more Artificial Intelligence jobs per capita than all other U.S. states except Washington, I look forward to seeing the business go from strength to strength. Opening up in Boston was a very strategic decision that we took because we truly believe that the Boston tech market is strong and is evolving from its biotech roots towards Artificial Intelligence and Machine Learning technologies.” If you'd like to find out how we can help your business grow in The States get in touch with Matthew Ferdenzi mferdenzi@understandingrecruitment.com or connect with him on LinkedIn.

Lily joined us as part of our Digital and Data team based in St. Albans, Hertfordshire that specialises in placing tech talent in the Charity Sector. She has made a fantastic impression on the business so far, breaking the Understanding Recruitment record by placing three candidates within her first two months. She also recently won our ‘UR of the month’ award at the monthly stand-up that acknowledges team members who live and breathe our values. In this blog she shares her experience of working in recruitment so far… I joined Understanding Recruitment just over two months ago now and it has been the best decision I have made in my career so far! I can quite easily say I’ve enjoyed every part of the journey. I started as a Data Recruiter with absolutely no prior experience within the Recruitment sector, in fact no sales experience at all. At first, I was a little apprehensive about starting my new job and I really didn’t know what to expect. Prior to joining Understanding Recruitment, I went to Sandringham School and studied Geography, Sociology and Psychology at A Levels. I really enjoyed my time in sixth form and found my subjects fascinating however I wasn’t passionate enough about any of them for me to think that going to University would be beneficial. I was more passionate about starting to make money straight away and getting a head start in my career, so I became the Manager of a local café. Although I had a rough idea of what I thought recruitment would be like, I imagined it was going to be a very simple process and that there wouldn’t be much to it. I soon realised that there is a lot more to recruitment than most would think. There are so many different factors that contribute to being a successful Recruitment Consultant but fortunately I can confidently say that I’m learning from some of the best in the industry! My experience so far in recruitment has overall been very successful but I’m aware that not all days are good days. Due to the nature of the role every day is very different, and I have experienced very good days but also not so positive days. It’s normal and I have realised already that those not so good days just motivate me to work even harder the following week. "I’d say the most important thing to remember is not to take things personally when things don’t always go the way you’d hope as there are always highs just around the corner." A typical day for me as a Resourcer consists of checking emails and adverts, speaking to candidates, searching for CVs on job boards and LinkedIn, prepping candidates for upcoming interviews and much more. "My favourite part of my day would be getting on the phone and building good relationships with my candidates and helping people find the perfect job for them. Of course, the best part is placing candidates and I was extremely happy when I placed my first candidate last month, it was the best feeling!" My advice to anyone thinking about starting a career in recruitment who is in the same position I was two months ago is that if you’re financially driven, hardworking and passionate about being successful then definitely give it a go. I was provided with excellent training which has set me up for what I’m hoping will be a very successful career ahead and I can’t wait to progress further within the industry.

This past week, Understanding Recruitment achieved a significant milestone: we expanded to more than 50 employees worldwide and moved into newly refurbished headquarters in St. Albans, Hertfordshire. In line with our company values, renowned motivational keynote speaker Pete Wilkinson delivered an impactful talk on winning teams, everyone playing their part and being the best, they can be. Pete, who has managed a large team of 300 people is massively passionate about professionals achieving their potential and spends his time business coaching and supporting Chief Executives and Managing Directors in a range of businesses from small micro businesses up to £130m Engineering Businesses. Following the inaugural opening speech from founding directors Chris Jackson and Dale Swords, the ribbon was cut marking the official opening! The UR team then enjoyed an afternoon socialising in the new office space with a range of canapes and bubbly on tap. As well as covering the UK, we've recently expanded into Berlin and Boston with exciting plans for continued growth across new geographical territories. But despite the growth, we’ve not gone all corporate. Giving both our clients and candidates a top-notch experience is still our priority! It was also important for us to stay true to our roots and keep the office in St. Albans where Understanding Recruitment was founded in 2007. The only major difference between then and now is that we have a spacious 3,346 square feet to stretch out in. We also have what feels like limitless meeting space with a boardroom that seats 12 people that is ideal for our expansive internal training scheme. The new layout also boasts four smaller meeting rooms fully equipped with state-of-the-art Zoom video conferencing capabilities which means we can meet all our clients and candidates face to face! And there’s two fully stocked kitchens, a large breakout area perfect for team lunches, a custom-made pool table, individual lockers to store gym gear, a library, and plenty of room for expansion. In fact, we still have plenty of job openings and have ambitious plans to grow our team to 100 people by 2020. We have roles in recruitment, account management, business development and back office with openings in St. Albans and Boston. So why not join the team? Working here is pretty ace! Our newly refurbished offices are in the heart of St. Albans in The Maltings Shopping Centre on the 2nd Floor of the 38-40 Abbeyview building. If you’re curious and want to come by and visit, just let us know!

ST. ALBANS, Hertfordshire, 24th June 2019 (UNDERSTANDING RECRUITMENT) -- This past week award-winning technology, software and digital recruitment consultancy Understanding Recruitment, achieved a significant milestone in their growth: they expanded to more than 50 employees worldwide and moved into newly refurbished headquarters in St. Albans, Hertfordshire. In line with their company values, renowned motivational keynote speaker Pete Wilkinson kicked off the day with an impactful talk on winning teams, everyone playing their part and being the best they can be. Pete, who has managed a large team of 300 people is passionate about professionals achieving their potential and spends his time business coaching and supporting Chief Executives and Managing Directors in a range of businesses from small micro businesses up to £130m engineering businesses. Following the inaugural opening speech from Founding Directors Chris Jackson and Dale Swords, the ribbon was cut marking the official opening. The UR team then enjoyed an afternoon socialising in the new office space with a range of canapes and bubbly on tap. In his opening speech Founding Director Chris Jackson applauded the team for their fantastic achievements over the past years but also thanked Workplace Interiors for their great work on the office refurb and finished off by saying “We’re just at the beginning of where we are going and this office is a massive statement of where we’re looking to go as a business.” As well as covering the UK, Understanding Recruitment recently expanded into Berlin and Boston, Massachusetts with exciting plans for continued growth across new geographical territories. But despite the growth it remained the Founding Director’s priority to stay true to the companies’ roots, keeping the office in St. Albans where Understanding Recruitment was founded back in 2007. The new spacious office boasts 3,346 square feet to stretch out in. There is a new boardroom that seats 12 people and is ideal for delivering Understanding Recruitment’s internal training scheme to new starters. The new layout also boasts four smaller meeting rooms fully equipped with state-of-the-art Zoom video conferencing capabilities. There are also two fully stocked kitchens, a large breakout area perfect for team lunches, a custom-made pool table, individual lockers to store gym gear, a library, and plenty of room for expansion. In fact, Understanding Recruitment still have plenty of job openings and as stated by Founding Director Dale Swords “have ambitious plans to grow the team to 100 people by 2022.” ENDS About Understanding Recruitment Understanding Recruitment is an award-winning technology, software and digital recruitment consultancy based in St. Albans, Hertfordshire. As well as covering London and the surrounding areas, Understanding Recruitment have recently expanded into Berlin, Germany and are opening their first office stateside in Boston, Massachusetts. Having recently celebrated their first decade in business they have been recognised with several industry awards over the years including 'Best Staffing Firm to Work For 2018'​ at the SIA Awards for the third consecutive year and ‘Business of the Year 2017’ at the SME Hertfordshire Business Awards. Their team of specialists operate across all areas of Technology and Digital, including Java, DevOps & Cloud, Mobile & Web, .NET, Machine Learning & AI, FinTech, Project / Programme and Product Management, Cyber Security, Infrastructure & Support, Testing & QA, Architecture & Design. Contact information: Understanding Recruitment Jana Timm jtimm@understandingrecruitment.co.uk 01727 809 340

Making the switch from permanent employment to contracting can be one of the most exciting times of your career. The first major decision you need to make as a contractor is how to operate; do you work as an employee of an umbrella company or through your own limited company? You may be wondering, which option is the best for you? Thankfully, help is at hand. We have all the information you need from the experts at Parasol, including the pros and cons of each pathway, so read on for advice to help you make a well-informed decision. What is an umbrella company? An umbrella company is an excellent choice if this is your first venture into contracting or you’re planning on only contracting for a short period of time (for three-six months, for example). The main reason many contractors choose an umbrella company is the ease of use and less administration. If you decide to go down this route, you are considered an employee of the umbrella company. You will receive a contract of employment; as well as giving you peace of mind, this also entitles you to the benefits given to a permanent employee. This includes: Holiday pay Sick pay Maternity/paternity pay As well as receiving these benefits, you will also be able to claim business costs and expenses. The only drawback is that you can only claim these back if they are incurred during an assignment. Advantages of working as an umbrella employee Working as an umbrella employee can be the simplest way of operating whilst you’re contracting. The umbrella company will automatically deduct Income Tax and National Insurance contributions on your behalf, so once you receive your salary, the money is yours with no need to worry about additional liabilities. What is a limited company? A limited company is a company which you can set up in order to carry out your services. They have their own legal identity; this allows you to own company assets as well as having a business bank account – this account must be separate from your personal finances. If your limited company makes any profit, it then owns this profit. Although contractors working through a limited company can receive more money than those working under an umbrella company, this increase in income is a result of slightly more paperwork each month. You will need to raise your own invoices with your client and – with the help of your accountant – make your own National Insurance and tax contributions. Advantages of contracting through a limited company Forming your own limited company and working as a limited company director can be the most tax efficient way of working. In terms of expenses, limited company directors are also able to claim on a bigger selection of expenses than those working through an umbrella company. Forming a limited company gives you the ultimate control over your business finances, providing the freedom you perhaps first expected when you decided to become self-employed. Working as a limited company director is a great option for those who are planning on contracting for the long-term. A quick overview of both options So far, we’ve explored both contracting under an umbrella company, and through a limited company. It’s now your choice to take charge of your career, and decide which way is best for you. To summarise, an umbrella company could be the best option if you’re new to contracting and want to avoid the hassle of paperwork. It is also the best option for you if you’re intending on contracting only for a couple of months at a time. A limited company does come bundled with slightly more paperwork and added responsibility but if you’re planning on contracting long-term working through your own limited company could be a great option. Helping you decide Whether it’s a limited company or umbrella company you choose, we hope our guide has been useful in helping you decide which option fits you best. For a tailored recommendation, leading umbrella company Parasol offers a set of simple questions designed to point you in the right direction. You can also contact our Head of Contracts Alex Martuccio by email alex@understandingrecruitment.co.uk or by phone 01727 228 244. Check out our latest contract roles here.

Mike Sowerbutts is the Head of Engineering at White Springs, a technology provider dedicated to improving sales performance. They employ approximately 20 employees across offices in London, Banbury, Oxfordshire and San Diego. After ten years of progressing through the ranks at White Springs, Mike took on the Head of Engineering role with the challenge of recruiting a permanent team of highly skilled software development professionals to be based out of the Banbury office. I wanted to interview Mike and find out how he did it and what advice he would give others who face similar challenges in this talent short market. JM: Hi Mike, thanks for taking the time out to speak to me. MS: No problem James. Background JM: First off Mike tell me about yourself. MS: I studied IT & Media at Lancaster University and was based in Oxford before I joined White Springs in March 2009. I then moved to Banbury in order to be able to walk to work, it’s been a long time since I’ve had to jump in the car and commute to work! I now live just outside of York. JM: But that’s quite a commute isn’t it? MS: It’s a good drive yes – but pales in insignificance to a daily commute, given that for the majority of those years, I have been 100% remote! The Challenge MS: Moving into the Head of Engineering role and realising the CEO’s ambitions it was quite clear we had to scale up our team and that two developers wouldn’t be sufficient to deliver on the projects we had lined up. JM: So, what was the plan? MS: I needed to hire six people including a Technical Lead to be based out of our Banbury office. JM: And how did you start to go about doing that? MS: Well, I went out to some recruitment agencies and I managed to make one hire inside the first couple of months. JM: That was good then... MS: Well yes and no. From looking at the candidates and interviews we conducted to make just one hire I wasn’t convinced that I could find another six hires of sufficient quality in the right location within the timescale required. I was ideally looking for experience of microservices, Entity Framework and .NET Core 2.0. I needed to change something… The Solution JM: So, what did you do? MS: I decided to expand the criteria to include the hiring of remote developers who didn’t need to be within a commuting distance of Banbury. JM: Ah okay. What experience, if any, have you had of remote workers previously? MS: I’m one! When I moved to Yorkshire from Banbury I asked to work remotely and while there was initially some hesitation and resistance, the company did have some people in other departments doing it as well as some employees working out of the US so the decision was made to allow me to do it. JM: I’ll come onto what some of that initial reluctance was down to later but for the moment, tell me what your experience was from a recruitment perspective after relaxing the location criteria. MS: I hired the six further people I needed within the timescales I had! I also hired a new recruitment agency to help me as well. JM: What made you choose the recruiter you did? MS: I liked the recruiter, he came across as trustworthy and not too pushy and thankfully he turned out to be able to find the calibre of people I needed. JM: And what did you find with regards to the new candidates that you saw? MS: I started seeing a larger pool of high-quality candidates than I had done previously. It allowed me to be more selective and certain about who I selected as I knew I had more people to choose from. If you are not careful you can hire people for the wrong reasons, i.e. they live locally even if they are not the best for the job. JM: Okay, great, that makes sense. While it seems an obvious positive that you get more candidates to choose from, what about the negatives you hear about employing remote developers? For example, I’ve heard that productivity slumps? Remote working MS: That hasn’t been an issue. I’ve found that by being more flexible and by hiring the right people they don’t take the mick. JM: Trust people until they give you a reason not to then. What about still being able to foster that team culture and effective communication when everyone isn’t in the same location? MS: I’ve been the sole remote working employee in a team previously and that is difficult, especially when your line manager isn’t the biggest fan of remote working. However, when everyone in the team is remote it becomes easier. We use Microsoft Teams (allows multiple communication channels, syncs through Outlook…) to foster collaboration while also having an open chat where we can have some non-work communication and share our love of Star Wars etc! That may become more difficult with bigger teams but for the size we have it works. We also get together at least once every 2 months and go to developer conferences etc. JM: Sounds great! I’ve also heard that companies are concerned about sensitive data becoming unsafe through the use of remote workers – what do you do to mitigate this? MS: We use BitLocker (a full volume encryption feature included with Microsoft Windows) and Microsoft Intune (a device management solution) to handle this. Hiring JM: How would you summarise the impact that offering remote work has played in your hiring efforts? MS: It’s definitely been advantageous. I always ask our current developers for any negatives / improvements but there hasn’t been anything up to now. Given that all of them were 100% office based in prior positions, this is telling JM: And what about the interview process Mike, has that had to change? MS: Not too much, I do a telephone interview first (anything from 20-60 mins), then invite them in to Banbury for a face to face interview including technical tests). Though sometimes it makes more sense to interview at a location closer to both of us. Fortunately the recruiter I worked with was able to provide a space for this. And finally... JM: Thanks a lot for taking the time to do this Mike, finally, for anyone reading this who is considering hiring remote developers what tips would you give them? MS: Okay, first one – look for more than just skillset. If someone’s personal skills are poor then working remotely doesn’t mitigate this, don’t change your team & cultural fit requirements just because they aren’t going to be in the same office. It’s still really important to get the right fit for the team. Secondly, ask the candidate where they plan to work from. You don’t want someone who says the sofa! Someone who can separate themselves from family distractions when needed and ideally has a separate work space is better. It shows they are taking it seriously as well. And finally you need the candidate to have fibre broadband so it’s worth checking their location, connection and speeds. JM: Mike that’s great and I’m sure people reading this will find it really useful to help overcome any hiring challenges they have at the moment. MS: No problem James, speak soon. For more information about White Springs and what they can do for your sales performance click here or contact them on 020 7754 5924. If you wish to discuss your tech recruitment strategy and how to overcome any current hiring challenges you have then please contact myself, James Mills, on 01727 809 074, james@understandingrecruitment.co.uk or www.linkedin.com/in/jamesmrecruits

One of the many benefits of working at Understanding Recruitment is that you’re entitled to a three-month sabbatical after you’ve been with us for five years. Our Delivery Manager Nicola and her husband Tom who is our Head of DevOps and Cloud went on Sabbatical before tying the knot in 2018, as our first Understanding Recruitment love story. We caught up with them to reminisce about their three months of exotic travels… Why did you decide to go travelling? We both love visiting new countries and experiencing new cultures, and the sabbatical offered us the opportunity to do this for an extended period. We could comfortably afford to travel how we wanted to during this time with the added security and benefit that our jobs would be there for us to return to. Which countries did you visit on your sabbatical and why did you choose them? We travelled to Japan, Australia, Bali, Singapore, Philippines, Vietnam, and Dubai. We had been to Thailand several times before and were really keen to further explore South East Asia. I have family in Australia on the East Coast, so it was a great excuse to visit them. Tokyo has always been an area of interest and we thought it was a great opportunity to go there too whilst being in that part of the world. Dubai was a stop off on the return to the UK so thought it made sense to stay there for a few days too! How did you go about planning your sabbatical? We used specialist travel agents to help us plan most effectively and to advise us on our route. We also contacted family in Australia for advice and did several months of internet-based research, booking most flights and hotels before we went. We also made some bookings whilst we were out there so that we didn’t have to stick to a rigid structure. How did you fund your travel? We worked out an average budget per day and then saved our commission earnt at work to build up to it! What was the most useful thing you packed? We had smaller bags designed to keep all clothes as one within the backpack making them a lot easier to find each day (i.e. one bag for shorts, another for swimwear)! Which place was totally different to how you imagined? Dubai was totally different to what we expected. On the day we arrived there was a storm and the city flooded to the point that we couldn’t get off the plane for an hour when we arrived because it was stuck in a puddle! It is also very cosmopolitan compared to the more rural vibe of Asia where we had just come from. Have you had any bad experiences whilst travelling? Small amounts of money were stolen from our backpacks and rooms where a safe wasn’t available, but this didn’t happen often. What was your favourite moment? It’s a tough call between staying with a wider group on a catamaran for three days whilst sailing around the Whitsundays in Australia; which included snorkelling in the Great Barrier Reef, swimming with giant sea turtles and going to Whitehaven Beach, and seeing the light and water show at the Gardens by the Bay in Singapore. What has been the best food you have eaten and where was it? We went on a Vietnamese street food tour in Hanoi which was amazing. Did you make friends along the way? Yes, we met lots of people in most places, particularly Oz and South East Asia. What, if anything, would you do differently? We would potentially go to less places and spend more time at each by doing so. What destination would you recommend to people? Hands down it would be El Nido in the Philippines – Las Cabanas Beach! Where will you go next? So far, we’ve got Egypt and New York planned for this year.

Codility is a leading online technical testing platform for Developers similar to HackerRank, CoderPad etc - they have recently released their 2018 Developer Report. If you are a company looking to hire technical staff (and even more importantly, looking to retain them!) you should download the PDF without hesitation. 'Companies that just rely on how ground-breaking their tech/platform is to sell to candidates is simple arrogance' So many companies make mistakes when it comes to recruiting. Slow candidate offers, not very relevant technical testing and poor communication of the role within interviews are examples which I see happen all the time. One thing is clear, the companies that are hiring the best candidates are the companies with the best processes in place. These processes give a candidate insight into how a company works, what their culture is, how they can progress their career there. Companies that just rely on how ground-breaking their tech/platform is to sell to candidates is simple arrogance. Key insights from the report include: Female Developers are not involved in recruiting Personal Development is more appealing than salary How you should be marketing yourself differently to junior Developers to Senior Developers Majority of Developers jobs are not what they expected. Within the report, there also is a key point on the importance of giving candidate feedback. Many companies miss out on such an easy point-scorer with candidates by not delivering interview feedback, both positive and negative. Plain and simple, the companies giving feedback are beating you at recruitment (real-world example below) 'Many companies miss out on such an easy point-scorer with candidates by not delivering interview feedback, both positive and negative.' It was only yesterday that I was having a chat with one of my candidates, informing him that he had progressed from his initial tech test to a phone interview. Usually, I work with many companies who would just email me around the lines of 'Hi Mat, Phone interview please - send availability'. However on this occasion they had given him detailed feedback on his assessment, listing what they liked about it and what they would have improved about it. I delivered the candidate the feedback. The candidate remarked that he was very impressed that they had taken the time to give him detailed feedback, compared to other companies, and how that has shown him what kind of company they are. The candidate was pretty enthused about the opportunity, though now through a couple of lines of feedback it has heightened his experience one more notch. From doing something seemingly as small as giving candidate feedback, you will be able to positively differentiate yourself from a huge amount of companies in the tech industry. 'From doing something seemingly as small as giving candidate feedback, you will be able to positively differentiate yourself from a huge amount of companies in the tech industry.' When a candidate receives an offer, you have to imagine that they will cast their mind back through the process with your company. What were the positives? What were the negatives? To hire the best people, you must be covering all the bases in terms of candidate experience, many of which are highlighted in the codility report. The best companies already are. Are you? I have helped to scale successful tech companies that have got recruitment right. If you'd like to talk about refining and creating recruitment processes, candidate attraction, the mindset of candidates or the market - let's have a chat. Click here to connect with me on LinkedIn.

Most of you have been there. You’ve felt excited and geared up about a new job opportunity, maybe gone to an interview or two or at least applied, but then - silence. Nothing; no calls, no emails and especially no feedback to let you know where it went pear shaped or if the recruiter is still thinking about you. Unfortunately, mutual “ghosting” and the bad habit of not giving candidates feedback hasn’t helped people’s negative perceptions and experiences of the recruitment industry. And who can blame the critics? The issue of feedback has been a constant conversation within our industry for as long as I’ve been in recruitment (which is a pretty long time). Interestingly, the whole candidate experience was the main discussion topic at Understanding Recruitment’s Strategy Day earlier this year and is an area that we’re keen to improve in our “year of the candidate”. My personal ethos is an aspiration to provide feedback (positive & negative) to all candidates at all stages of the process. I think it’s the only way to provide the best service to those looking to take the next step in their career. Despite this ethos I'm not naive enough to think that we provide feedback to the satisfaction of everyone all of the time, despite having won multiple awards and been recognised for our approach to customer service. There can be a number of reasons behind this: lack of care from the recruiter’s side, lack of feedback from clients, recruiters chasing the short term £ rather than the caring about long term reputation, recruitment companies who advocate the wrong behaviours amongst their employees, recruiters focusing on people who they’ll place now rather than people who could be of interest in the future, human forgetfulness, candidate behaviour and many more. To recruiters who aspire to be better, reputation is key, and we want to exceed expectations. Why then, is giving feedback still an issue? It’s a tricky situation with most recruiters juggling multiple roles, clients and candidates all the time and there only being so many hours in a day. So how can we still give people the personal experience they’ve come to expect without burning ourselves out? I don’t have the perfect solution and we’re still working on what that solution might look like for us as a business. I suspect we’ll end up with a combination of the use of smart recruitment & AI tech for a certain amount of automated feedback while also continuing to provide the vital human and personal contact in order to build long lasting relationships. Like a lot of traditional industries recruitment is experiencing a lot of disruption that will raise standards, put candidates at the centre of the business and give you, the customer a better experience. I hope so anyway! I would love to hear your opinions and suggestions on how we can make the feedback issue a thing of the past. Connect with me on LinkedIn to start a conversation.

Searching for your next career move can be hard work, a bit of a hassle and in some cases pretty nerve-wracking. Although recruiters can’t promise to calm the butterflies in your stomach before the big interview, they're here to help you secure the job you want. Here are 7 thing recruiters wish you knew... Be honest – honesty is the best policy when working with a recruiter. Be transparent about what type of role you’re looking for and let them know straightaway if you’re not open to new positions. This way you’ll get the most out of working together and don’t waste each other’s time. Working exclusively with one recruitment agency is also the best way to simplify the process of finding your next role. Recruiters will always have multiple roles that they’re working on so the chances of you getting a new role increase when you work with one recruiter instead of multiple different agencies. Give feedback – recruiters put a lot of work into getting you that interview and really appreciate a catch up after the interview or at the end of the day (yes, we will probably still be working past 6pm). Although this may seem like a bit of a waste of time, it really helps the recruiter get a better understanding of how the interview went and gives you a chance to share your thoughts on the experience. It also helps your recruiter move you forward in the interview process if you are still interested in pursuing the role. Make time – recruiters know that most candidates are currently employed and probably at work when they call. While this can be a nuisance for candidates, recruiters do try their best not to disturb your day too much and will double check if you can talk. A good recruiter should be discreet and respect that you’re at work and can rarely talk privately. An initial conversation with a recruiter will take around 10 minutes so making time for this at some point is crucial. This initial conversation will help your recruiter understand what you’re looking for and what your expectations are. This will also help them paint a better picture of you when they put you forward to the client. It’s also a way of making sure they find the best role for you and only send you to relevant interviews. Make sure you look at all the information your recruiter sends you before an interview and do the recommended research, so you’re prepared. Also listen to their interview advice as they’ve worked closely with the client and have a pretty good understanding of what type of person they’re looking for. Don’t be shy - recruiters are busy people and work quickly. Having 100+ applicants for a position is not unusual so if you sent in your CV and haven’t heard back from them after a few days, give them a call to follow up. This will help recruiters prioritise your CV as someone who has shown interest and will set you apart from other candidates. Due to the high number of applicants, recruiters can’t always get back to you if you’re not the right fit for the role. So, getting in touch is a sure way to find out if you weren’t the right fit, if the maximum number of candidates have been sent to the client already or if there are other similar roles that you might be more suitable for. Patience is a virtue – recruiters may seem to ask a lot of random questions but it’s all for a reason. They need to build your profile, so they can find you the best roles, tell clients about you and make sure they are aligned with you in your search. For example, we may ask you how you think your employer will react when you hand in your notice. This is not just us being nosey, but actually gives us a good indication if you’re really serious about leaving your current company. Most companies will try and keep candidates with a counteroffer because it costs them more to hire a new person. We genuinely think that companies should pay people what they are worth instead of increasing their salaries when they threaten to leave. In our experience, 90% of candidates who accepted a counteroffer wind up leaving the business within six months anyway. Once you decide you want to leave, commit to the decision and don’t be fooled by short-sighted counteroffers. Remember why you started your job search in the first place. A salary increase won’t change the atmosphere you work in, the work you do or that manager you don’t get along with. Be seen - LinkedIn´s search engine gives priority to fully completed profiles so unless you have completed every section of your profile chances are recruiters can’t find you. You can also share your career interests with recruiters on LinkedIn. This option can be activated on your profile and will not be visible to your network so is a good way to let recruiters know you’re looking for a new challenge and what that looks like. Recruiters also use a wide range of job boards so if you’re looking for a new role make sure your CV is visible here too, so we can contact you with relevant opportunities. Stand out – Looking through CV’s is a huge part of a recruiter’s day and they come across the same buzzwords again and again. Overusing words like motivated, initiative, organised, and driven can actually be an indicator of a lack of time and effort going into your CV creation. To stand out, tailor your CV to each role you apply for. The best way to do this is to run through the job description and highlight the key experiences required for the role. Then show how you tick every box and let your personality shine through.

We all know how important branding is for companies but what about us personally? A personal brand exists whether or not you create it for yourself. Not purposefully building it just means you don’t have control over it. The concept of cultivating a personal brand can seem daunting to most of us. But it doesn’t have to be complex or time intensive and can really help people remember you. Two of our consultants experienced this first hand after recently enrolling in The Recruitment Network Trailblazers programme that aims to develop the next generation of recruitment leaders and runs for a year. As part of the programme’s series of regular London based meetups Hannah and Ben enjoyed a workshop that was all about the importance of personal branding for recruiters. We caught up with Hishem Azzouz from the inbound marketing and creative agency, Hoxo Media, who presented the keynote on the day and shared some of his key takeaways with us: “You can only reach a certain amount of people by calling and meeting them. The amazing part about creating content is that you can reach thousands of people with one post. Recruiters historically just share their new jobs everywhere online, but we all know this isn't successful and quite frankly doesn't work. Recruiters are in a really unique position. They listen to candidates’ challenges and aspirations within their industry along with the businesses in that industry. If you have the courage to start sharing your opinion on candidates/clients’ challenges/aspirations then you can work yourself into an amazing position as a recruiter where you won't just be perceived as someone who helps people get new jobs, but someone who is an expert within their industry. Start sharing your opinion online as a recruiter and take a step closer to becoming a thought leader within your space, which in turn will make you stand out amongst your competitors.” Personal branding isn’t just important for recruiters though. No matter what role or industry you’re in; the more successful you want to be, the more important your personal brand becomes. Whether you just want to improve engagement with your network or you’re aiming for personal branding to open doors to public speaking gigs, you decide how far you take it. As a rule of thumb, the more you put into it the more you’ll get out of it. How to get started Your personality is probably the most unique thing about yourself and being your authentic self is the basis of building your personal brand. Don’t be afraid to let your personality and opinions show in the way you communicate online and the types of stories you tell. It’s all about communicating and creating emotional connections with your audience. Being honest about what you know and don’t know will also help you build credibility in your industry. Ever Googled yourself? We suggest you do! Google automatically gives priority to your social channels and will list the channel you’re most active on above the others. Know what search results are attached to your name by auditing them and get rid of anything that doesn’t fit your vision for your personal brand and could even damage your reputation. Next up, take some time to determine your personality traits and amplify them to make your personal brand stronger. Here are some questions to ask yourself: What makes you unique? What do you stand for? What are your values and beliefs? What are you passionate about? What do you want to be known for? Who are you? What makes you unique? What is your vision for your personal brand? What is your goal with personal branding? What are your professional goals? Who is your audience? Who can you help? How can you help them? What makes you different? Including images in your updates is best practice but make sure they are copyright free. There are multiple sites that offer free images without copyright such as unsplash.com, pixabay.com and pexels.com. You’re now ready to start sharing your personal brand with the world! Start by posting regularly, experiment with short videos and write content online and offline. Ben and Hannah’s top 10 personal branding takeaways: Do a little, often. Don’t bite off more than you can chew. Have an opinion and share it online. Connect with relevant people and follow influencers for inspiration. Engage regularly with other people’s content and posts. Pick your channels and post regularly instead of posting sporadically on lots of channels. Include relevant hashtags. LinkedIn is increasingly becoming the tool to search and find high calibre candidates, it has never been more important to have your own personal LinkedIn brand. It’s key you build your influence within your sector by posting articles on your niche, having an opinion on topics related to that industry and asking peoples’ thoughts on current developments. A new feature to LinkedIn that is predicted to take off more and more, is the production of video content. When producing content and engaging with your audience it’s crucial to persist. Initially traction will be slow, but as you continue posting regularly your following and audience will grow and reach more people. Finally, be patient and don’t expect overnight success. Everyone expects a flurry of engagement but how often do you engage with other people’s posts? Simply posting an update is not enough, so make sure to respond to comments and questions from your audience and engage with other people’s post too. As you see, it doesn’t have to as complex as building a whole personal branding strategy and your own website. With tools like LinkedIn publishing at your fingertips, writing short blogs and sharing your take on a topic in your industry has never been easier. Why not challenge yourself to make a start today?

Euan McGonagle, who specialises in the field of Python FinTech at Understanding Recruitment, recently attended the Unthink Tank event in London. This edition explored the concept of 'unthinking', inviting leaders and innovators from the tech, disruptor, and creative communities to discuss the issues that impassion and empower them. Technologist, author, applied Artificial Intelligence designer, technologist, accidental polymath, mental health campaigner, and co-founder of 'Us Ai', Pete Trainor, explored the growing role that Artificial Intelligence plays in our every-day lives, from our mental health to our money. Over the last three years, Pete has helped to pioneer an entirely new approach to AI focused products, one that looks at ‘self-evolving systems’ and ‘minimum viable personality’ to help solve societal and human issues. He was recently voted, by the industry, as one of the 5 most influential people in the British digital industry in Econsultancys 2017 industry report. Here's Euan's take on his evening spent at the Unthink Tank: I thoroughly enjoyed Pete Trainor’s talk on the Future of AI in FinTech. The talk focussed on the use of AI as a tool within Financial applications to identify risks to the user’s mental health. In effect, indicators like credit card debt or unusual spending habits are identified and as a result, help is offered to hopefully prevent any harm coming to the user, with a real emphasis being placed on reducing suicide rates. Firstly, I think the idea is absolutely brilliant and the use of technology to possibly save lives can only be applauded. I also think the tech involved is really cool! The ability of AI to learn what is and isn’t normal behaviour, using the data created by the individual and then tailoring its response based on this is a brilliant idea. In my last post I wrote about the use of Open Banking and The FinTech Revolution. This is a brilliant example of that revolution, the use of technology to bring Financial services into the 21st century. Traditionally from an outside perspective at least, the finance sector has looked to make as much money as possible and not think about the customer. I think it’s brilliant that it is moving completely in the other direction with a far more customer centric approach. I think the revolution of the “Disruptive FinTech” has really driven this. The biggest challenge to this kind of technology is to decide where you draw the line between support and surveillance? Ethically, Artificial Intelligence has always thrown up a number of conundrums (although if you believed the media, sometimes you’d think the robots are taking over!). As AI advances, these kinds of issues are going to become more and more prevalent. How we are going to deal with that? I’m not sure… Pete highlighted this issue and put forward a really interesting question on the topic: "Is one person’s life worth more than the privacy of 99 others?" ​ If you're looking for you next tech role in Fintech get in touch with Euan emcgonagle@understandingrecruitment.co.uk 01727 225 551 or check out our latest roles.

With 750,000 new digital jobs by 2020 the UK is facing a huge tech skills shortage. Brexit could help fill this gap. “Could” being the most important word in that sentence. Before my recruitment days I spent a summer working in parliament between my Bachelor’s and Master’s Degree Studies. In my time there I witnessed a vote to leave the EU, a change of Prime Minister, and an unprecedented amount of shadow cabinet resignations. It was a crazy time. Almost 3 years on I have left parliament, finished my studies, started my recruitment career finding top talent for the UK tech market and then switched to doing the same for the Berlin Tech scene. Being English and recruiting into an international Berlin naturally the topic of Brexit will come up in conversation whilst I’m on the phone, and sometimes people are interested to hear my opinion. If anything, I was expecting to become much more Europe-centric in my stance whilst recruiting into Berlin. But this has not been the case. Why? Well, one thing that stands out about Berlin tech is its truly international nature. Each day I speak to tech professionals from all corners of the globe: Egypt, Brazil, China, the Lebanon, and I could literally list the countries all day. The relative ease of obtaining a visa goes some way to addressing the huge skills shortages in Berlin. Something I think maybe the UK can learn from as they look to attract talent in a time where a good Software Developer has a large list of vacancies to choose from; or should I say a large list of recruiter’s emails to choose to reply to. In Recruiting into the Berlin market what I’ve realised is that, yes! Europe is a big place and something that should definitely be treasured. But, the rest of the world is even bigger, and in each corner of the globe is an immense amount of talent that can, not only address the skills shortage, but also add some real value to the UK’s tech industry. Of course, Brexit has the potential to make the UK look inwards which would be catastrophic. Conversely, it could actually give the UK Tech market an opportunity to look at the wider world for strong tech talent, and it is this that can make the UK realise how big the world actually is. <br>

Well done on getting a new role! Handing in your resignation can be the most daunting part of the process, so here are some tips on how to do it in style. ​ HOW TO RESIGN GRACEFULLY 90% of all counter offered candidates leave within six months as the underlying issues never go away. 50% become active on job boards within 60 days. 1. Plan ahead. Write down what you want to say and list the reasons why just to remind yourself. If you need to practice it with a partner/friend, then do. 2. Be firm and assertive but always remain professional. 3. Thank your manager for all their time and effort but reinforce that your mind is 100% made up and that you would like them to respect your decision. 4. Have a resignation letter with you and get a leaving date confirmed. 5. Be selective on the reasons why you're leaving or where you're going. This information will only be used to sell against your new opportunity. Usually employers act in one of three ways when you hand in your notice: 1. They may thank you for your time and hard work and wish you all the best in your next role. That's the easiest response to get as the employer has accepted your resignation. However, still make sure it's official with your resignation letter and leaving date secured. 2. They may take it personally and be difficult about the whole situation. Fortunately, it's not that common, however you need to remain professional and rise above this. Remember, you're doing it for your best career interests. 3. They counteroffer. All of a sudden you gain a promotion and a pay rise due to your resignation. Sometimes this is enough to persuade an employee to stay on however beware that 90% of all counter offered candidates leave within 6 months as the underlying issues never go away. Just remember the reasons you started to look for a role in the first place. HOW TO HANDLE COUNTEROFFERS 1. Your employer should pay you what you're worth from the beginning, not when you threaten to leave. 2. If you accept a counteroffer, you'll always be considered a fidelity risk. You've already lost their trust and shown your lack of loyalty. 3. Counteroffers are often made to give the employer time to replace you. 4. While a counteroffer may make the situation more tolerable in the short term, your reason for wanting to leave still remains. 5. Counteroffers are only made in response to a threat to quit. Are you prepared to threaten to quit every time you deserve better compensation?​ 6. Decent and well-managed companies don't make counteroffers. We'll always advise you to decline counteroffers made to you by your current employer.

We can't promise to take away the butterflies, but we can share our interview tips with you. It's time to step up your interview game... Stage 1 Research the company Find out as much as you possibly can about the company. Look at the latest company news, their annual reports, website information, and anything else you can get your hands on. This shows your enthusiasm and interest and will also make you feel more prepared. If it's a close match between you and another candidate, it can make all the difference. Arriving early You should plan your route and give yourself plenty of time to get to the interview. Plan for the worst-case scenario i.e. traffic jams, nowhere to park and so on. Aim to get to the interview at least 20-30 minutes early. If there is a remote chance of being late call a member of Understanding Recruitment so we can make the client aware. Understand your CV Know yourself. What are your strengths, weaknesses and achievements? You should try and plan for what questions may be asked during the interview as well as providing examples to back up your answers. These are typically for competency-based interviews (usually lead by the Human Resources department). First impressions count You should always dress appropriately for interviews. This is your first opportunity to impress the client and get off to a great start. Research the company and figure out what the dress code is for the current employees. If in doubt, always dress smartly. Being overdressed is definitely better than being too casual. Stage 2 Smile and offer a firm handshake As well as being a strong cultural and technical fit, it's also good to portray yourself as someone who would be a real asset to work with. Always offer a firm handshake when you meet interviewers. Even make an effort to get on with reception whilst you're waiting as this feedback does filter through. If an interviewer is unsure about you, they may well poll others you passed in the corridor or briefly met. It may not be fair, but it is common practice. Communicate concisely and listen carefully Thoughtful and concise communication is the key to successful interviewing. Listen very closely to the interviewer and don't interrupt their question as this can be extremely frustrating. Also use positive body language. Be respectful It's important to show the utmost respect to everyone you meet throughout the interview process from the office junior through to the CTO. Everyone you meet will be part of the decision-making process. Don't ramble The most effective interviews are those where an interactive two-way conversation prevails. Make sure you answer the question directly without any rambling. Each answer should be no longer than 1-2 minutes. Stage 3 Provide examples There's nothing more powerful than backing up an answer to a question with an example of how you demonstrated that particular capability/characteristic. That's why it's important to try and predict some of the likely questions and plan out your responses with strong examples. Prepare questions Asking a few questions during or at the end of an interview can be a really positive sign to an interviewer while also answering any lingering queries you may have about the role. Make sure these questions are well thought out and relevant but also of interest, rather than purely for the sake of asking a question. If you're interested in the job, tell them! Too many candidates don't let the client know exactly how interested they are in the opportunity. If you're keen on the position, it's crucial to express your high level of commitment. Don't be afraid to ask what the next stage would be and whether they would want to be informed if you receive another offer in the meantime (this may well speed up the process).​ Communicate concisely and listen carefully Don't blag - you'll eventually be found out. We've already discussed the importance of being prepared for the interview which means that there should be very few hidden surprises. However, if you do get that "difficult question" that you're struggling on, don't blag an answer, be honest, and say you don't know, but that it's an area you'd be keen to learn and explore further.

Your CV is your digital handshake and the first thing your potential employer sees. Here's how to make a great first impression. The tech market is growing rapidly and there's an increase of talent. This makes your CV a really important tool to help you stand out from the crowd. Your CV should always be role specific and provide a brief, but full account of your working life, including your interests and academic achievements. Personal Information - Name - Address - Telephone number - Email address - DOB (optional) Employment History - List your employers in date order (starting with the most recent) - The role you held in each company - A short summary of your tasks and responsibilities Education - GCSE's & A-levels (or equivalent) - Degree - Any other professional training or qualifications - Relevant skills Interests - What you like to do outside of work Referees -Whether they can be contacted COVER LETTERS Some roles require you to submit a cover letter. It should be a short statement to summarise your CV, highlighting why you're right for the job. Remember to tailor your cover letter to every position you apply for. Here's an example: Dear Name (or Sir/Madam as appropriate), Opening Paragraph: Identify yourself; state what position you're applying for and where the vacancy was advertised. Second Paragraph: Cover: why you're interested in the job/work and why the company appeals to you. Mention your academic background, relevant qualifications and related work experience. Third Paragraph: Mention that you've enclosed your CV/completed application form - and cover any additional points of relevance. Finally: Close with the following: your availability to interview, your expected salary (or current package), and a positive final sentence to encourage a positive response. Yours Sincerely, Your name

We think of Product Managers as the CEOs of the product, responsible for the strategy, roadmap, and feature definition for that product or product line. With the tech industry booming, the role of Product Manager, is becoming increasingly significant. But how can you make sure you stand out from the crowd when you’re looking for your next challenge? We've put together some tips for you to step up your game! Your CV 1. Listing your achievements should form the core of your CV and lets employers know what you’ve done. While it does sound like common CV advice, you’d be surprised how few people do it. Did you lead the development of a new product? Did you look after the product from the research phase to release? Did you implement a new way of gathering customer feedback? Were you the champion of the team methodology? Let us know about it! 2. Be clear about what type of product you worked on and were involved in building. Was it data analytics, a B2C restaurant app, a new e-commerce platform, EdTech, or something like a challenger bank? The type of product you have experienced with is crucial to securing your next role. Also mention what size of business you built a product within. For example, you could say: “I work/ed for a global retailer and built the analytics product, that enabled managers across the world, to know which lines were selling and which weren’t.” 3. Be succinct - no one wants to read long statements about everything you’ve ever done. The less you write, the clearer it is to see what you’ve actually done, so focus on the stuff that really matters. 4. Don’t forget to mention challenges you’ve overcome. Did you come into a product behind schedule? Did the stakeholders hate your product ideas? Or did you hate the stakeholders’ ideas but pushed back anyway? Product leaders like to know you can be relied on to make a difference to the business, so make sure to mention the difference you’ve made in past roles! The Job Search 5. Product Managers are some of the most active, when it comes to giving back to the community they work in. At the start of your job search, it’s worth increasing your activity on social media channels, attending meet-ups, or creating something in your own time to showcase your skills. Hiring managers love to see that you’re passionate about creating brilliant products outside of work too. 6. Knowing the market is important to your job search. Understand who the movers and shakers are, and which are the growing sectors. This will give you lots of insight into the type of roles to apply for, but also a lot to talk about at your interviews. Try to be a little savvier in your research, we all know who the challenger banks are. Common Interview Feedback We Get from Clients 7. Too often, candidates don’t have enough specific examples to illustrate what they’ve done. This leaves hiring managers thinking they were just part of a team, told what to do by someone else. To avoid this, be clear about what your involvement was and think of situations you can talk about as examples. 8. Another piece of common feedback we hear a lot, is that the candidate didn’t demonstrate leadership capabilities. Even if you’re joining a large team, Product Managers must be able to lead people in some capacity. They must be able to guide anyone, from stakeholders, to developers, designers, all the way to the CEO. This doesn’t mean you have to be a micromanager, but you do have to be a natural leader of people and demonstrate this. 9. Being clear and concise is difficult to prep for but is always analysed in a Product interview. Many candidates aren’t clear enough. You’re going to have to be able to communicate effectively with everyone, so interviewers need to know you can speak about a subject clearly and concisely. Normally this is judged by asking questions such as “What did your role entail?” or something along the lines of “Tell us about a product you’ve worked on.” General Interview Tips 10. Do your research and make sure you know the company you’re interviewing with. A lot of clients will test your knowledge and ask what you would change about their product. Being prepared will not only avoid any hesitation in your answer but will also show that you’re interested in the role and the company. 11. Avoid talking too much about your team and focus more on talking about yourself. While you want to show that you’re a team player, and speak about your team’s achievements, always saying the team did this or the team did that, makes it seem like you had no real control.

Our Head of Contracts Alexandra Martuccio works with all our Contractors daily. Here are her top tips to secure your next contracting role! 1. Don’t be a generic consultant or jack of all trades. Most clients we work with are looking for specific skill sets for their projects. 2. Make sure to read the role that is advertised in detail. If you have experience in the skills mentioned, make sure to highlight these on your CV. Only include the relevant skills you think match the role and describe what you’ve achieved by applying them in past roles. 3. In addition to skills, list relevant work experience you’ve had that is similar to the role you’re applying for. 4. What is your unique selling point? What makes you stand out from the other 500 applicants? 5. You may have the skills for the role but does your CV tell the same story? It’s the first thing we (and the client) see. 6. Clients and I don’t need to know your blood type or how many pets you have – keep it professional! 7. LinkedIn is your shop window and where clients find you. Double check that your CV and your LinkedIn profile match in terms of contract dates, companies and job titles. 8. Quantity is not always quality. CVs don’t need to be 20 pages long to be good. Just include the most up to date roles over the last 5-8 years in detail including a few bullet points followed by job title, client and dates. 9. Make sure your CV looks presentable and double check for spelling mistakes and alignment issues. Ask someone else to take a look for you and make any changes we might suggest before we put you forward for a role.​ If you're a contractor looking for your next challenge why not get in touch? Click here to email the Contracts team or browse our current vacancies here. Connect with Alexandra Martuccio on LinkedIn.

We caught up with Understanding Recruitment's Founding Director, Dale Swords, to talk about the latest issue affecting the hiring process. We all have biases we aren’t aware of. It’s a human trait, to be more attracted and form stronger bonds with people who act and look similar to ourselves. After all, familiarity is comfortable. But this is exactly the bias that’s breaking your hiring process one interview at a time. Would you say most hiring processes are broken? In my experience, companies that are growing quickly sometimes haven’t been deliberate enough about their hiring process and end up allowing unconscious biases to creep into their decision making. Although a lot of companies are already aware of this issue and claim they are trying to make their hiring processes less bias, it is easy to fall into the trap. In many cases, people don’t even realise they’re doing it. How do people know if they have biases and what do these biases look like? We all have our own biases but aren’t necessarily aware of it. It’s an almost hardwired trait and isn’t necessarily malicious or prejudice. Most CEOs understand the concept of unconscious bias but don’t believe it’s happening at their company. And that’s the problem. If the bias comes from the top down it can easily get embedded into an organisation. Some examples of unconscious bias are judging people on their name, gender, origin, the University they attended, and the titles they’ve held. It can also be the initial feeling they give you based on their looks or even what they’re wearing. Whichever it is, the outcome is that people are discounting the candidate from the hiring process or making them first choice for the wrong reasons. Why is unconscious bias a hazard in the workplace? Encouraging certain hiring processes means they become the norm. Because of the biases, a lot of talent is missed out on because they “didn’t fit” the profile the hiring manager was looking for. When people involved in the hiring process are encouraged to look for a certain profile or behaviours, that negatively impacts business performance. You could be losing out on talent without knowing it. There can also be legal implications around discrimination. Why is it so important for the hiring process to eliminate unconscious bias? It’s all really about fairness and inclusiveness. Companies that embrace diversity are proven to be much better positioned for innovation and perform better. It also creates a more diverse and inclusive company which research proves makes for a far more productive and successful business. Can a broken hiring process be fixed? The good news is that the easiest place to remove unconscious bias is in recruitment. Taking the time to make biases visible will help companies address them and improve the diversity of their teams. We advise our clients to work with standardised competency-based questions, making sure questions don’t vary between candidates so they are interviewed objectively. Letting interviewers pick their own questions means that their experience of the candidate can vary. While some people might just have a friendly chat based on common interests, others interrogate the candidate. This means that candidates often end up being recommended for the role based on a personal connection rather than their ability to do the job, a fact often supported by the company’s staff retention rate, a statistic often ignored. Having different people with multiple perspectives involved can also help check the unconscious bias of any individual during the interview process. Who is responsible for it? I think it’s the job of everyone involved in the hiring process, from the hiring manager to the person writing the job description, to be mindful of diversity every step of the way. What role will artificial intelligence play in the future of recruitment? AI is everywhere. Lots of companies use chat bots to run initial job interviews. For example, Nike and Intel use intelligent video software to analyse 25,000 data points from video interviews. AI can see around our biases and is a great tool to extract human emotion, but at the same time that’s what works against it. While it means people are getting the same chance regardless of gender, ethnicity, age, or University attended, I don’t think AI will take our jobs away any time soon. Technology just doesn’t have the human traits needed to make a well-rounded hiring decision, but it helps make it fairer. ​ How is Understanding Recruitment dealing with the issue? In the long-term, we aim to help clients gradually shift away from contingency based recruitment towards a more dependable and focused search approach which supports them in reducing their staff retention, improving their hiring process and enhancing the recruitment process for everyone.

The tech industry is booming. While that is good news, it means that the war for talent is raging on with no sign of subsiding. Highly skilled IT professionals are finding that they have their pick of jobs, and no matter how great the perks found across the tech industry are, tech organisations (even the giants of the industry) can’t totally avoid the job-hopping nature of today’s workforce. While talent shortage is set to be the single biggest hurdle faced by recruiters across almost all industries, a recent PayScale report shows that the employee turnover rate among Fortune 500 companies in the IT industry is the highest among industries surveyed. Chances are that employee retention is an issue in your business. And you’re not alone. Nearly half of all employees across the UK are worried they won’t be able to find the talent they need with over three quarters saying they are struggling to find relevant candidates. With employers so keen to fill tech roles quickly, there is a temptation to just hire on instinct (or in some cases, desperation), making bad hires a growing issue across the industry. What is a bad hire? We define a bad hire as somebody who leaves your business within the first year of their employment. But it is also someone who just doesn’t have the skills to fulfil their role, who underperforms and doesn’t fit seamlessly into the rest of the team. According to the REC’s latest report, 85% of HR decision-makers admit their business has made a bad hire. 1 in 3 HR decision-makers also think it didn’t cost the business anything when they hired the wrong person, while 1 in 5 stated that they don’t know what the cost of a bad hire is. What is the true cost of a bad hire? Everyone knows that hiring is expensive. But so is re-recruiting to replace people who turned out to be bad hires. There’s the cost of creating job descriptions, advertising roles, reading through CVs, and carrying out interviews all over again. And it doesn’t stop there. After a new hire joins the business, you need to facture in onboarding costs and training. In most cases, the true cost works out to be roughly 3.5 x their annual salary which, clearly has a negative impact on business. What are the consequences of a bad hire? Apart from the substantial monetary cost, a bad hire can affect team morale and lead to low productivity. They also have a detrimental effect on your brand reputation over time as they are likely to interact with your customers. Poor performers lower the bar for other employees and bad habits spread like a virus. If an employee is not working to their full capacity, there is bound to be a knock-on effect on the rest of the team. According to Agency Central, 39% of hiring managers said poor hires had cost them productivity. When a team is struggling with lost productivity they may be urged to start assuming additional duties that aren’t really part of their role. In addition to impacting their own performance, it will also affect their ability to meet deadlines and targets. The negative change in the team’s morale will almost always be one of the first indicators of a bad hire. Disengagement is contagious, and the resulting toxic atmosphere puts your remaining employees at risk of leaving also. In the long run, it’s more difficult for managers and their teams to accommodate a poor performer than it is to invest in recruiting quality candidates. It’s clear that the cost of not firing a bad employee far outweighs the cost of keeping a bad hire in your business. How to avoid bad hires While there’s no obvious formula to avoid making bad hires, there are ways to retain employees for longer and conquer the battle of talent. Businesses can start with promoting a flexible and inclusive workforce, implementing soft skills assessment tools and properly inducting new recruits. Low pay, lack of clear career progression opportunities and no flexible working solutions are the main reasons why employees leave. By boosting these, businesses can increase engagement, productivity and teamwork, while also retaining talent for longer. Investing in learning opportunities and innovative training provides a better and more immersive experience to employees while also developing the next generation of leaders. A recent study by Udemy uncovered that 46% of employees cite limited opportunities to learn new skills as the top reason why they’re bored in their current roles and looking for a change. For more tips on how to fix your recruitment process check out this blog. Tools you can use Using a specialist recruitment agency can dramatically reduce the risk involved in taking on a new employee. Consultants are experienced in matching the right candidates to the right employer daily and are skilled to spot the tell-tale signs of a bad fit from the get go. Dale Swords, Managing Director Understanding Recruitment, recently told the Global Recruiter: “We have a responsibility to our clients to make sure that we offer the solution to an industry wide problem. Ultimately, finding the talent others can’t is what separates the good from the great recruiters.”

Whether you’re at the offer stage for a new job or are gunning for a promotion at your current one, honing your negotiation skills is crucial to getting the salary you want. Yet surprisingly, a survey by Salary.com showed that only 37% of people always negotiate their salaries while 18% never do. In addition, a staggering 44% of respondents claim to have never even approached the subject of a raise during their performance reviews. We’ve put together some tips to help you take your salary negotiation game to the next level! 1. Understand your worth Always use research to inform your negotiation technique. Walking into a negotiation prepared will make the outcome so much better. The better prepared you are the more confident and informed you will come across. If you don’t have an exact salary figure in mind your Manager will have the upper hand from the start and will take control of the conversation very quickly. To avoid this, find out how much the job is worth and then research how much your skills and experience are worth to the company. The Glassdoor salary search is a great tool to do this with but most jobsites have a tool to help you find this information. Speaking to a recruiter can also be useful as they know what people with your experience are worth. Research the salary range for people in similar roles to you to give you a better idea of what you should be earning. Remember this will differ largely depending where you are located and the industry you work in. Once you find a range, set an exact figure that you would be happy with that is both realistic and leaves room for negotiation. To be on the safe side, always ask for more than what you want as your Manager will want to feel like they negotiated with you and got a good deal. 2. Timing is everything After you’ve done your research, you can set the wheels in motion and book a meeting with your Manager. Many people wait till their performance review to start negotiations, but it’s a better idea to start talking to them three to four months in advance, as this is when they set the budgets. According to The Muse, several studies show that you’re most likely to get a raise if you ask on a Thursday as people become more flexible and open to negotiation closer to the weekend. Whichever day you opt for, double check your Manager is available for the meeting and schedule it into their calendar, so they don’t forget. Make sure you have a space for your meeting that is confidential to avoid having an awkward conversation in the hallway. ​ 3. Be persuasive but stay flexible Every negotiation will have an element of back and forth, so you need to be flexible but still stand your ground. Be prepared for some resistance and be sure you have put together a case to show why you deserve the salary figure that you’ve put forward. This is the time to sing your own praises so put together a summary of all your achievements, awards won and testimonials you got from your colleagues. It’s a good idea to talk your Manager through your achievements before you start talking numbers. You can also give them a printed copy of your summary of achievements to look at while you talk them through it. But don’t make it all about the past. Make sure you outline your plans for the future. What projects are you going to take on and how will this help your Manager? Will it free up their time? Do you have ideas that you want to own and implement? Try to put yourself into the shoes of your Manager. What is important to them? Listening during a negotiation is a hugely important part and will let you understand the needs of the person you’re negotiating with. How can you sweeten the deal for both of you? Instead of being forceful, try to convince your Manager that it’ll benefit the business to pay you more. Be sure to listen and understand their views as well as getting your point across. Present all your facts and give them time to consider your proposal, as they will probably have to run it past Human Resources and possibly other Managers. Don’t expect an answer immediately. 4. Consider your options A ‘no’ doesn’t mean the end of the negotiation but usually marks the start of it. If your Manager seems uncomfortable with the figure you have put across ask them why this is and what you can do to convince them to move in your direction. To come to an agreement, you both will have to be flexible, but you need to still stand your ground and not accept an offer that is too low. If your employer has made a counter offer it’s ok for you to ask for some time to consider the offer. Doing this will make sure you don’t panic and accept a minimal increase. When it’s an initial job offer you can also make a counteroffer 10-20% more than their offer. Consider that your benefits are up for negotiation as well, so if your Manager won’t budge on your salary increase, they may be more open to enhancing your benefits such as additional holiday, training or flexible working. Sometimes these can be just as valuable as a salary increase. 5. If it doesn’t work out Most departments have budgets assigned by the wider business and sometimes it might not be possible to give you a pay increase at the time you want one. There may be factors that aren’t known to you so have a plan B in place. It may be that a raise is possible further down the line, but the timing isn’t right now. You need to know the point, you want to walk away from negotiations. Consider what you want to do if the answer is no or the figure is much lower than what you had in mind. Consider the whole package including the working environment, benefits and job role. Is this enough to make you stay without a pay increase? If the company won’t pay you what you’re worth, looking elsewhere may be the best option. But don’t burn your bridges just yet. You still want to keep working with this person for now so staying positive throughout the conversation is important. Once you’ve successfully negotiated a raise, make sure you get a written confirmation of all the details including how your responsibilities will increase.

You expect for lots of questions to come your way during the interview but are you prepared for your interview to be a two-way street? Preparing a set of questions you can ask the hiring manager at the end of an interview will show your interest in the role and company, but it's also the prime opportunity to find out if the job is right for you. Not having any questions makes you look unprepared and uninterested, so make sure you research the company and take a note of topics you can ask about. Your best bet is to prepare at least four questions in case some are answered during the interview or you forget any. Here are a few suggestions what to ask when it’s your turn to call the shots. Have I answered all your questions? – This gives you a good chance to clarify any questions or doubts the interviewer still has. You can also expand on answers you may have given during the interview and it will give you a good idea of how you’re doing so far. What is your company culture like? – It’s a good idea to find out what the company’s philosophy is and if you can see yourself fitting into their environment. What are the day to day responsibilities of this job? – Hopefully this will shed some light on what your day to day in your new job would look like and if it sounds like something you want to be doing. What are your expectations for this role during the first 30 days, 60 days, year? – Find out what expectations they have for the role to see if it aligns with what you’re looking for in your new role. What are the biggest challenges you’re facing? – Asking about their challenges not only makes them think but also is a way of uncovering trends and issues in the industry. Who do you consider to be your major competitor? – You should have already researched the company’s competitors but getting your interviewer’s insights can be useful and could be different from the information available on the internet. What are the challenges of this position? – This question will help you identify areas the role will be focussing on over the next months. What qualities are the most important for doing well and advancing at this company? – This question can uncover information that’s not in the job description and gives you a chance to show you’re a good fit for the team. Is this a new position? If not, why did the person before me leave this role? – Asking this will uncover what happened to the person doing the job before and why and how they left. If you had to sum up the company in three words what would they be? – This can give you an interesting and spontaneous insight into what the company is really like and gets the interviewer thinking. What do you like best about working for this company? – Asking your interviewer about their personal experience at the company is a great way to gain insight into the company and to make a more personal connection. Watch for any tell tale signs here in their expression or body language that might indicate some issues or underlying negativity. Where is the company headed in the next 5 years and how can I grow in this job? – Find out if the company is growing and if there is room for you to progress your career over the coming years. Can you tell me a bit about the team I would be working with? – Some companies will volunteer this information and even introduce you to the people you’d be working with during the interview process. If not, it’s a good idea to clarify what the team looks like and what the pecking order is. What are the next steps in the interview process? – This is a great way of finding out how many stages are left in the hiring process and clarifies when you can expect to hear from them.

What was your first job? Working in a clothes shop as a Retail Assistant at 16. How did you get into recruitment? After dancing professionally around the world, I transitioned into dance teaching, but I knew it wasn’t as sustainable as I originally thought (especially with back injuries). I knew I needed to start a new career, somewhere where I could grow. I interviewed for many jobs within sales, customer service and recruitment. As soon as I came into Understanding Recruitment’s offices I knew it was a place where I could see myself working long-term. ​ What do you love most about your job? How busy it can be, the harder you work the more rewarding this job can be. What’s your top job to fill? That’s a tricky question as I work on every single contract role that comes into the business. One minute it’s a QA tester, the next a Senior Architect, the next Programme Manager and interim CTO positions! Who’s your role model – in life or in recruitment? My Dad. He started his first ever job as an Admin Clerk in a major oil organisation the Monday after his O ’levels and worked his way up to the top, travelled the world, relocated with his family to America for his job, and made himself extremely successful. All down to hard-work and determination. What’s your favourite meal? Love a bit of Sushi, Mexican and I have a major sweet tooth so loads of chocolate! What’s been your most memorable experience with a candidate? I placed a Java Developer into a Global Publishing Organisation at the beginning of the year, he is French and went home over Christmas before he started his new contract in January. There was a parcel delivered to me at work with a hand-written note about how happy he was to find this role and he was really complimentary of the whole experience working with me and Understanding Recruitment. Alongside the note were 3 boxes of truffles he bought back with him from France. What would be your theme tune? Beyoncé – Who Run the world What is your top tip for candidates? Be as honest and open with recruiters as possible, it is hard as contractors get contacted by us all the time, but it helps us do our job a lot better if we know your current work status/commitments and avoids surprises along the way!

After recently celebrating his eight year anniversary at Understanding Recruitment, Sam McBroom was promoted to Director in recognition of all his hard work and commitment. We caught up with Sam, who also heads up the Java team, about how he got into recruitment, his career progression and Oasis. What was your first job? Working at a sports park as a ‘Recreation Assistant’ – setting up sports equipment and getting involved in the general day to day running of the park. How did you get into recruitment? I was working in the public sector but grew frustrated about the lack of personal and career progression available in the area that I was in. So I looked for a career offering a meritocratic environment with plenty of opportunities to take on more responsibility dependent on performance and recruitment seemed ideal. What do you love most about your job? Two things mainly. The people here are fantastic to work with and everyone gets on really well, regularly socialising together. When you have a tough day everyone is there for you. Secondly, the opportunity and progression available. Working here truly gives you an opportunity to build a team in a specialist area in a rapidly expanding market! What’s your top job to fill? Ironically we’re recruiting a Senior Java Developer to work specifically for another recruitment company! They don’t have the reach or specialist knowledge so we’re happy to help recruit a Developer for them to re-architect their internal CRM system with AWS & Microservices. Who’s your role model – in life or in recruitment? My grandad was a Lancaster pilot in WW2. Once the war finished, he was liberated from a POW camp and worked in the cutlery business in Sheffield. He ended up employing over 150 people and became a well-liked and respected figure in the city. What’s your favourite meal? Tuna, or Steak. Or Tuna Steak. What’s been your most memorable experience with a candidate? I placed a Graduate Developer with a startup company 6 years ago. They’ve since moved into a Senior / Team Lead position and we now help them recruit for the original position we placed them in! It’s a pleasure to be able to work with this person for an extended period of time and build a great personal and professional relationship with them. What would be your theme tune? Oasis – Live Forever What is your top tip for candidates? Work closely with one specialist recruiter in your area. They’ll have a wide range of suitable opportunities for you, so will work with you to find you the position that is truly what you’re looking for.

Artificial Intelligence (AI) and machine learning are set to be game changers for the recruitment industry and are already changing the jobs of recruiters. ​The recruitment industry has come a long way from reviewing printed CVs spread out across the floor in the 80s, to today’s modern era of digital databases and AI powered search, enabling recruiters to go through thousands of CVs in seconds. AI is here to stay and has already become a big part of recruiter’s day to day with the likes of LinkedIn Recruiter, that uses algorithms to sift through its database of 7m candidates looking for jobs. Early adopters of this new technology are sure to gain an advantage over competition in a crowded market. A new world of work With this rapidly evolving technology it’s hard to predict exactly where things are heading but according to Forbes, the use of artificial intelligence will play a key part in reducing human racial and gender-based biases. Using machine learning algorithms also makes it possible to screen CVs and applications for keywords and skills that indicate a candidate’s suitability for a role. It’s worth mentioning here that most successful hires are made based on behaviours and softer skills, which AI is not great at identifying yet. This is down to humans not knowing which behaviours to tell AI to look for in candidates but also because AI still lacks human interpersonal skills. According to LinkedIn, there are several ways AI will change the way we recruit: Programmatic advertising will make job ads more targeted and effective. Profile augmentation will allow jobs to be recommended based on the job a person wants to do, not just what they do now. This would make finding profiles for new tech jobs, that are hard to fill, such as Blockchain Developers easier as it matches experience with interests and recognises a candidates’ potential. Chatbots are already being used by some recruiters, answering candidates’ questions 24/7 and can also fill in the gaps in candidates’ CVs, giving recruiters a clearer picture of their suitability for the role. AI can be used to analyse candidate’s speech patterns to find out more about them but can also check language competency. Advanced competency tests will allow candidates to demonstrate their emotional and cognitive abilities through fun games – a great way to test soft skills that can be difficult to detect. Video interviews are also set to become automated. A candidate may only have to speak to the camera while the machine takes them through a list of questions. This may help eliminate unconscious bias and saves recruiters’ time. Facial and speech recognition software may can also be used to analyse the candidate’s body language, their tone of voice and their stress levels during the interview. Finally, automated appointment setting will help recruiters quickly and easily schedule meetings with candidates. What’s the mood of the industry? According to Tratica Research, revenue generated from the direct and indirect application of AI software is estimated to grow to $36.8 billion by 2025. Bullhorn’s 2018 UK Recruitment Trends Report shows that 29% of recruitment firms consider improving core business efficiency to be one of their top three challenges for the year ahead but only 16% said introducing automation is one of their top three priorities. 30% of respondents believe that AI will create more jobs while 41% think it will lead to job losses. A recent survey by Jobvite was slightly more optimistic with 49% of recruiters feeling positive about the effects of AI automation on their jobs with only 7% believing AI will have a negative effect. 72% of recruiters believe their approach to hiring will need to evolve as AI and automation become more prevalent. Matthew Ferdenzi, Chief Operating Officer at Understanding Recruitment commented: “We’re already seeing the huge potential AI has to disrupt industries across the board. There has been a sharp increase in demand for specialist talent which we predict to continue over the coming years. We already have a specialist AI & Machine Learning team of four people based in the UK and towards the end of the year we’ll be expanding into the American market, opening an office in Boston, that will specialise exclusively in AI and machine learning roles.” Will AI replace recruiters? AI will impact what the job of a recruiter looks like, but instead of a threat, it should be seen as a tool that will make the recruitment process more sophisticated. A modern recruiter needs to be knowledgeable, highly networked and understand the industry. The use of AI will free up their time to put the human element back into the heart of the hiring process. Time saved by automating the mundane and time-consuming tasks including scheduling interviews and sending routine emails, can be spent competing for candidates and focussing on making decisions about which candidate is best for the job. Of course, AI could lead to the loss of admin-heavy jobs, but new roles will also be created. overall, the benefits of automation and other tools outweigh the risk and help recruiters do a better job and be more productive. How AI can help recruiters In this competitive industry, recruitment firms need to constantly evolve their services to stay relevant. The crucial role of recruiters needs to be to bring people together. AI will free up time for recruiters to meet with more candidates in person and to be more creative in the hiring process. While AI will enable senior recruiters to spend more time on business development and winning new business, more junior recruiters will be able to spend time dealing with candidates and clients from the start which will have a positive impact.

What was your first job? When I was 16 I worked at the local golf club and hotel as a waiter during Christmas parties and I managed to buy myself an iPod touch. How did you get into recruitment? When I left college, I wanted to get a job instead of going to Uni. I never really liked education that much but wasn’t looking at recruitment before I found an apprentice recruiter job here in St. Albans. When I first started I didn’t have a clue what recruitment was! What do you love most about your job? The best thing about recruitment is the opportunity it gave me at such a young age to make a life changing amount of money and manage a team. What’s your top job to fill? One of my long-term clients, who are one of the biggest charities in the UK, are looking for a new Director of Change to build a brand new 5-year strategy. Who’s your role model – in life or in recruitment? I don’t really have a role model as such. I look up to my dad because he did well for himself. I also work closely with Dale, one of the founders of Understanding Recruitment, so he’s someone I look up to and he’s taught me everything I know about recruitment now. What’s your favourite meal? It has to be when my mum makes chicken fajitas. It’s a bit too much washing up to do when I’m by myself! What’s been your most memorable experience with a candidate? Because I work in a specialist market, I sometimes work with candidates for years. One of them kept narrowly missing out on roles for about 2 years. Just when he thought he wouldn’t get a new role, he got the job and he was probably one of the happiest people to ever get a job. I was really happy for him because we had a really good relationship and it was a step up in his career. What would be your theme tune? Guns N’ Roses – Sweet child of mine What is your top tip for candidates? If you think you’re a good fit for the job, follow up with the recruiter with a phone call and make sure to mention the right type of stuff on your CV. Tailoring your CV to each position is really important.

Your company’s culture is a huge part of your employer brand and can make or break it. It’s one of the many aspects that can attract, engage and secure top talent. It’s no wonder then that a growing number of candidates ask about culture during the interview stage, seeking transparency, flexibility and authenticity. The Shift With money now being less of a driver, especially for graduates, the focus has shifted to a sense of belonging, purpose and development within the workplace. Job descriptions can no longer just be a long list of what you expect from the candidate but must also give them an insight into what you can do for them. With an average of only 20% of candidates actively seeking new roles, building your brand’s magnetism is more important than ever in the battle for talent. Creating a culture based on your values leads to buy in from like-minded people and higher retention rates. With people spending more time at work than with their families, the ultimate goal for candidates is to find an environment that they can thrive in rather than just survive in. Getting It Right Culture is the backbone of your company but there is no cheat sheet for quick success. Culture has to be built on purpose. It’s not just about providing a pool table; some drinks and flicking the fun switch on. Your culture needs to be ingrained in everything you do from the top down. Your leader’s actions and decisions reinforce the culture of the company on a daily basis. It also affects how people interact with each other internally and how they treat your customers. Ask yourself what your company stands for. What do you expect from your employees and what motivates them to come to work every day? Building a people centric culture will ultimately lead to business performance and productivity but you need to take care of your people first. During the interview process it’s a good idea for your candidates to meet with multiple people in the organisation to help paint a better picture of your culture for the candidate, as well as making sure the candidate is a right fit for you. And remember, candidates will have a pretty good understanding of what you’re about before even meeting you, through their own research from news articles, word of mouth and social media. What About Millennials? According to Forbes, 90% of Millennials stated that culture is important to them and that it makes them more invested in a company. With 51% of Millennials open to the possibility of another job, culture has the power to attract and retain these future leaders. With this generation, it’s all about authenticity and they’re likely to spot if you’re pretending to be something you’re not. Being transparent is the way forward. In addition to the benefits you offer, highlight your development programmes and how you give your employees the opportunity to grow and hone their skills. Show people the reality of your business with behind the scenes content that lets them have a unique insight into what it’s really like working for you. According to recent figures from The Global Recruiter, employee stories are 20% more immersive than careers sites, bringing more employees into the recruitment process. 95% of participants said the content was highly relevant and 77% said their impression of the company improved with 98% of participants saying they would apply for the job. Differentiating Yourself When your ideal candidate is torn between your offer, as well as another company’s offer, what you stand for can really make a difference. If both offer packages are similar, a common situation for quality candidates, the distinguishing factor is what you’re all about, and how well it is being represented and communicated to your candidate could be the deciding factor. This is even more important if your salary package is not market competitive. Your culture could be the deciding factor why quality candidates might reject the higher salary package over yours. It’s all about identifying if the company will suit the candidates´ working styles, behaviours and values. That is one of the reasons, why many candidates are choosing smaller FinTech start-ups over the security of large IT companies. What’s in it For You? Culture can have a huge impact on the level of connection an employee feels with the company so making sure candidates are a good fit from a cultural standpoint is also beneficial to your company. Value-based recruiting is crucial to protecting your culture as you grow your business and hiring someone based on their skill set alone is bound to backfire, costing you twice that person’s salary to replace them when things don’t work out. Striking The Right Balance Attracting top talent is a hefty time investment but leaders should spend just as much time building the culture that keeps them. While your company’s culture plays a big part, candidates in the tech sector are also concerned about the type of work they’ll be doing, what niche knowledge they’ll be applying and exactly how they’ll be managed. The best approach to finding the right talent is to consider softer skills as well as technical skills evaluating cultural fit, values, beliefs and outlook as well as potential and technical skill.

What was your first job? I worked in Watford Market when I was 15 as a “washer upper” on the weekends and after school. I loved it and it was great to start earning my own money! How did you get into recruitment? I was working in a sales role at a jeweller and that’s when I realised I loved to sell and work to targets. I was looking to move away from retail and a friend suggested I should look into recruitment, so I did and here I am 5 years later! What do you love most about your job? I really enjoy interviewing people and finding out all about them and what makes them who they are. It’s also great to see the people I have helped recruit come into the company and become successful recruiters. What’s your top job to fill? We have so many at the moment, so it’s hard to say! All our teams are expanding and with our international expansion it’s a very busy time for me. I’m really keen to get some more graduates on board to join all our other new graduate recruits! Who’s your role model – in life or in recruitment? It would have to be my Mum. To see how hard she’s worked and the position she’s worked up to, considering she only started her career at 30 as a part time Admin Assistant, I just think is incredible. She has really instilled in me that hard work pays off. What’s your favourite meal? I really enjoy a brunch with lots of bubbles but if that’s not available you can’t beat a lamb roast with all the trimmings! What’s been your most memorable experience with a candidate? I once had to apologise and stop an interview because the girl had a spider in her hair and it was crawling down onto her face. When she shook her hair to try and get it out, it wouldn’t, so I had to help her (I also hate spiders) but we got it out and managed to finish the interview, so it was fine in the end! What would be your theme tune? Destiny’s Child – independent woman… no explanation needed What is your top tip for candidates? Make sure you research the business, turn up on time and dress appropriately!

For a lot of businesses the summer months are an unusual time of year with many questioning if now is the time to recruit or to wait until after the peak holiday season is over before looking to make changes within their organisation. The months of June, July and August are a great time to attract new talent to your business for a number of reasons though and with the technology that we all have at our fingertips these days the process is easier than ever before. In years gone by we could lose weeks with people heading off abroad and being out of touch, but in 2018 most of us travel with a smart phone at the very least allowing for messages, calls and emails to reach us wherever we are on the globe. The technology also allows for browsing through job boards at a time of year when people perhaps have time away from their usual routine and allow their minds to turn to thoughts of the future. ​After enjoying the last few weeks of beautifully sunny weather it's positive news for the British job market with CV Library quoting an increase of 5.9% in advertised roles with an rise of 1.2% in salaries across the UK. So while companies seem confident about recruiting, what does this mean for candidates? According to a recent mid year survey by Totaljobs Group 64% of employees in IT state that they cannot see themselves in the same role this time next year, and while this may not mean they are being pro active in searching for a new role, this could be the perfect time to tap into talent who may be open to the idea of a new opportunity. So why is summer such a great time for the recruitment industry? Here are some of the reasons... 1. Happy holidays The summer period isn't just a time for rest and relaxation, for many it's time away from their place of work and an opportunity to reflect upon their life and career plans. Moving outside of the usual routine can be a time for contemplation which can often lead to big decisions about career plans. Even if someone is enjoying time off at home for the summer, the mid year provides a natural time for pondering over whether they are doing what they had hoped back a few months ago at New Year. 2. Time out With many taking time out over the summer months on annual leave and the usual working week sometimes being disrupted by with flexible working, this is naturally a time of year when it can be more convenient for candidates to take calls regarding potential new roles. With the routine working hours being a little out of the ordinary the opportunity to pop off to an interview goes more easily unnoticed, taking away one of the barriers to a job search. 3. Refreshed and recharged We all know that the sunshine lifts the mood and makes most of us feel happier. After the grey winter months most of us enjoy the warmer weather finding it leaves us re-energised and ready to take on a new challenge. It's that mindset and feeling that leads to refreshed enthusiasm and many being open to new opportunities and a job change. 4. Fresh talent With the end of year marking graduation time for those leaving university, these months see an injection of fresh new talent into the pool of potential candidates. Having successfully completed a degree, graduates are ready to work and actively searching for a suitable position. If you have a job opportunity waiting in the wings that you'd like to discuss, now's the perfect time to begin promoting the role, or as the saying goes 'make hay while the sun shines'!

The Job Search Begins By the time most of us finish university we've already had some experience in the world of work with many working part time over weekends, evenings and holidays during their studies. After all the hard work and study that's been put in over the university years then comes the job search, with most having the expectation that they will go into the field they've been studying towards with Grad Touch stating that 29% of graduates take on roles that they didn't expect to at the point that they graduated. The real numbers... The reality is however that not everyone ends up in the career they expected with a lengthy job search. Just last year Grad Touch reported that on average it takes 108 days to find a job once they've graduated; with a slightly shocking 20% of grads stating that they didn't feel at optimistic about their career prospects and 45% saying they were 'really worried' about their future career. It's certainly not all doom and gloom out there though as as there are some fantastic companies offering well constructed graduate programmes that strive to support their new recruits and see them progress in their careers. What are the options? The options for graduates searching for their first full time role are many, however it's worth pinpointing a few of the most viable options to increase the chance of securing a successful position. 44% of grads told Grad Touch that they secured their graduate role via an online job board, however in addition to taking to the internet to search for your perfect role, we highly recommend speaking with a Recruiter (of course we do!). Ideally a specialist company that works within the sector that interests you most, but that doesn't mean you should rule out areas you hadn't considered. Our other recommendation would be to apply for a graduate scheme. Why choose a grad scheme? Graduate schemes are specifically designed for those leaving University and entering full time employment. A good grad scheme, much like those offered by Understanding Recruitment will take into consideration that this may be your first time working in that kind of environment and offer an appropriate mentor or mentors to help you find your way and achieve success within the company. Most companies offering grad schemes will be looking to develop the grads they take on and help them to grow their skills and experience. They will usually provide a structured approach to your career development so you know what to expect from your time there from the first week onwards. An investment from both sides It's a big investment when a company takes on a graduate, both in terms of their time and the financial implications. There's a commitment from them to make the early months work for the person they take into the organisation, to help them to settle into their new role and to be provided with training that will equip them for the tasks expected of them. Many will have a thorough interview process - we tend to take the view that it's a two way street and needs to work for both the company and the employee. The bottom line is that a good grad scheme will provide you with the knowledge and training needed. It will support you as you progress, providing opportunities along the way and provide a firm basis on which your future career can build upon.

Over the past few years we've been watching the global tech trends with interest, and with our own expansion plan in full swing, we were interested to see the Berlin tech scene developing. We are delighted to have launched our German operation in Berlin this week and are excited to see what the future brings for this new European tech hub. A Creative Community The German capital has long been known as a centre for culture and art within Europe which automatically lends itself to attracting a vibrant and creative community within the area. This is certainly a factor when it comes to the thriving tech scene that has developed in the city. Berlin is experiencing growth with more start ups within tech in the city where new ventures and ideas are being created all the time. The combination of the creative community coupled with a low cost of living makes it the ideal place. In comparison to Silicon Valley or European cities such as London the cost of living in Berlin lends itself to business start ups without the financial pressure of a high cost area. The Tech Giants are already there It's not just the start ups favouring Berlin though, tech giants such as SoundCloud call the city home with their headquarters next door to the remains of the Berlin Wall which divided East and West Germany until 1989. Another big business who have a base in the city is Amazon who run their German operation from the capital. What started out as a customer service centre for the company now encompasses development for technologies management tools and operating systems for the Amazon platforms. Our Future in Germany Our new German operation is now up and running with our Head of Java, Sam McBroom heading it up alongside Java Consultant Alex Bloisi and their growing team, all of whom are looking forward to contributing to the further growth within the Berlin tech market. For companies looking to recruit in Berlin, or candidates searching for an opportunity, please get in touch with Alex via email or by calling +44 1727 228 235. We are also recruiting internally for German speaking team members. Please contact Emily Kitamura via email or by calling +44 1727 228 255.

When you’re applying for jobs, there’s only a short window in which to impress a recruiter. Therefore, it’s important that you keep your CV relevant, up to date and to the point. That said, many people struggle to write a concise CV, especially if you have a wealth of experience and skills that you want to shout about. Read on for our advice on how to keep your CV relevant with recruiters to ensure you don’t miss the mark. TAILOR IT TO EVERY ROLE Firing out a generic CV isn’t going to get you anywhere. In order to make it relevant, you need to tailor it to every role you apply to. Start by running through the job description and highlighting the key skills and experience required for the role. Then, ensure that your CV demonstrates that you are able to tick every single box. Pay particular attention to your personal profile at the top of your CV as this is what will catch the recruiter’s attention to begin with. MATCH YOUR SKILLS TO THE JOB Now, you can start to match your skills to the role you’re applying to. For example, if the recruiter is looking for someone with great communication skills and a proven track-record in improving customer satisfaction, you’ll need to give an example of a time where you’ve done this. Picking out the main skills and keywords and peppering these throughout your CV is a good tactic for keeping your CV relevant. Just be careful of overdoing it. You don’t want it to look like you’re twisting the truth. KEEP IT TO TWO PAGES As recruiters scan through hundreds of CVs every day, it’s best to keep yours no longer than two pages. Of course, this will vary on a case-by-case basis, especially for the more seasoned professionals. However, anything longer than this and you may start to bore your reader. If in doubt, play around with your margins and font size to fit as much content in as possible. Just be wary that it still needs to be readable! DON’T WAFFLE Similar to the above, avoid waffling on your CV, as this is a sure-fire way to lose a recruiter’s interest. Make it relevant by keeping your sentences concise and to the point. For example, pick out one key highlight from each job you’ve worked in, rather than listing out your daily to-do list. Alongside this, tighten up your wording in places: you don’t need to list out every single grade that you got in your GCSEs – a simple ‘10 GCSEs grades A*-C’ will suffice. MODERNISE YOUR FORMAT Once you’re happy with the content in your CV, it could be time to play around with your layout and format. Some industries welcome creative layouts, while others prefer candidates to keep it professional. Try using easy to read, but modern, fonts such as Arial or Calibri. These can instantly make your CV look much more presentable, modern and relevant. MAKE YOUR CV RELEVANT These are just some ways to keep your CV relevant with recruiters. Remember, you only have a short amount of time to impress a potential employer and your CV should speak volumes about who you are, what you’ve achieved and what your potential is going forward. Spend time tweaking, tailoring and proofreading your CV to ensure that it’s as effective as possible. Putting in the time and effort now will certainly pay off later and you’ll be able to secure an amazing new job, in no time.

June is a month for celebrating here at Understanding Recruitment with this month marking our tenth anniversary in business! Looking back over the last decade it's hard to believe how far the company has come since it's inception ten years ago. First formed by Founding Directors, Chris Jackson and Dale Swords Understanding Recruitment began life with just the two of them in a tiny office, but has experienced huge growth and are expecting to top 60 staff before the year is out with a strategic plan in place for both UK and International growth. The Groundwork... Having graduated from Brunel University in 1994 Chris Jackson joined a large IT recruitment organisation based in London. He worked his way up the ladder from Resourcer to Associate Director with achievements such as placing over 250 candidates within an International organisation under his belt. Similarly, after graduating Dale joined the sector with one of the UK's most successful recruitment firms. Starting out as a Graduate Trainee he gained valuable experience before establishing Understanding Recruitment with business partner, Chris. How it all began Having gained a collective 25 years experience in the field, both Chris and Dale decided to follow a long standing dream and create their own company. With a clear cut idea of the company values they wanted to achieve the two set about establishing an organisation that could really live up to it's name. What's in a name? The choice of company name 10 years ago was no accident. The title conveys exactly what they wanted future customers to know about them; that they truly understand recruitment and all that it entails for both the candidates and the companies. What makes Understanding Recruitment stand out from the sea of other recruitment firms is the attention to detail. It's been an integral part of the company ethos over the years with the founding partners, and all employees since taking the time to thoroughly understand what the needs of the companies they work, and comprehend the culture in order to successfully place the right candidate. In the same way, our recruiters strive to discover what makes their candidates tick giving them the edge when it comes to placing them in a position that will be an ideal fit not only for their skill set, but also their working style and personality. We believe that this has been absolutely key to both the success and growth we've experienced over the years with more than 90% of our business being repeat custom. Growing the team Starting from a partnership of just two, Chris and Dale soon added to their team with James Mills being the first to join them during their first year. Still with the company a decade on, James continues to help build and develop his team as Head of .NET. As time has gone by we are proud to have added a number of specialist teams and now have dedicated departments in Mobile & Web, Data & Digital, Dev Ops & Cloud Machine Learning & AI and Fintech amongst other niche areas. Specialising in this way has undoubtedly allowed us greater success with the tech industry growth picking up speed and new areas continuously. Our head count currently stands at 46 staff, including Financial Director, Suzy Bolton who joined in 2013 having previously been Head of Corporate Finance at Nuffield Health; and Non Executive Director, Miles Hunt who has over 20 years experience in International recruitment and talent management. The next few weeks will see 7 new starters taking on their new roles, and we expect to have over 60 employees before the year is out. The company is growing at such a rate that we have our own Internal Recruitment department devoted to finding like minded people who fit with the company culture and future plans. A global plan 2018 also marks our launch into Europe beginning with the German capital, Berlin. With plans on the cards for the US and a Boston based office for 2019, the wheels are in motion for our International expansion. A celebration We understand only too well the value of good staff and must give credit to the team around us for a thriving, award winning business. We took the opportunity to celebrate in style at Luton Hoo recently with activities including segway riding, clay pigeon shooting and Apache buggies and of course, the traditional champagne toasts to the future!

There's no doubt about it, the European job market is huge and with Understanding Recruitment rapidly expanding we are looking to Germany where the capital, Berlin has approximately 3.3 million residents and is the largest city in Germany with the second highest population in Europe after London. With tech companies flocking to the German capital, Berlin seems like the logical step for a recruitment specialist in the IT and software field. The tech giants are moving in Whilst Germany has experienced a rocky past, the economy is now recovering and there's no surer sign that the current surge of interest from tech giants who are taking up residence in the city. Household names including Google, Apple, Amazon, and Facebook all have offices in Berlin, and that makes up just part of the list of tech companies adding to the employment possibilities for those in the industry. Technology companies such as Facebook only need to look to their current audience to understand the scope of the market. The social media platform has over 29 million active monthly users in Germany, and it makes sense for them to have opened local offices to ensure they have eyes and ears on the ground there. ​As specialists in IT and software recruitment Berlin has been on our radar for some time and seemed a logical move when we began our search for the ideal location to launch into Europe. With our expertise in the field, and the growing number of companies searching for the ideal candidate in the region we are looking forward to our upcoming launch and a bright future in the German technology recruitment market.

Five years ago, our first apprentice walked through our office doors at the age of 18, fresh out of education and his part time job. Today, Tom has become one of our most successful recruiters. At Understanding, we offer an apprenticeship scheme which provides a real opportunity to break into the recruitment industry as well as the chance to gain an NVQ in Business Administration from Oaklands College. Since joining us back in 2012, Tom completed his training and got stuck into the world of recruitment and technology. He had a desire to work in a fast paced, sales focussed business environment following his studies and part time work. After only two years with us, Tom received a national recruitment award as the ‘Best Newcomer’ at REC’s IRP Awards 2014. Tom made it to a shortlist of 7 individuals, surpassing thousands in the process to win the award which was measured on both clients and candidates experience, customer service and overall value added to the organisation. Following on from his first taste of recognition, Tom was Highly Commended for ‘Most Inspiring Newcomer’ at ITA Awards 2015. Since then, he’s carved out his own business area which he started from scratch, focusing on the Charity and not-for-profit sector. As head of the department, he now manages two team members who are also set for a successful career in recruitment with one of them receiving our internal award for ‘Trainee of the Year’. Tom has embraced his role here with us, and regularly exceeds his targets, qualifying for director’s lunches and winner’s trips away to locations such as Monaco, Nice, Portugal, Barbados, Las Vegas, Miami, St. Lucia, Mexico and more. Tom has billed just over £1 million for the company since joining five years ago, and is current holder of our biggest billing month and biggest billing year! We asked Tom for a little insight, for those interested in following in his path: What do you enjoy the most about your role? "I enjoy lots of elements within my role. I like the challenges and problems as they’re made even better when they result in successes. Not only is it great for a sense of achievement, but it feels good to help my clients and candidates meet their needs or even sometimes going above and beyond. I’d be lying if I said the financial rewards and international winner’s trips weren’t also a big part of my job satisfaction. In recruitment, the more you put in, the more you will get out of it". What difficulties have you faced? "Initially, it takes time to learn all the technical jargon but that comes over time with experience. The training modules are really great here though and really helped set me up for a successful career. There can be some long hours sometimes, but it goes hand in hand with big financial rewards".