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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.

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...

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

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.

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.

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.

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.

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.