With the power pendulum swinging back from employers to employees and candidates, the job market has caused many businesses to question just what it is they are doing and what they want from their team.
A business which conducts itself with purpose and professionalism naturally elevates itself above the competition. A relentless drive to increase in size in order to satisfy shareholders can serve to reduce the people who work there to figures, robots even.
With recruiting budgets increasing and priorities shifting,
2022 looks set to be another wild ride.
Will the talent shortage continue? Will the demand continue unabated? We thought we would look into the predicted trends for the year ahead.
In this new year, it is important to remember that we can only move forward if we are willing to think differently, question and even reject the old ways of doing things. Change is a hard challenge but if the past two years have taught us anything, it is that things left to chance will not get you to the point you need to be at quickly enough.
One of the most important factors within a company’s recruitment strategy is the idea of continuity. Continuity contributes greatly to candidate trust and also makes the administrative side easier too. There is no real reason for a business not to value continuity other than ignorance of its importance.
The transition to a different way of doing things is always a long and drawn-out affair. Recruitment has not changed in many decades and yet, is anyone really satisfied with it? Is it free of headaches and false starts and miscommunication and abandoned jobs?
Whilst the role of the recruiter has always been viewed as one of seeking out and selecting candidates with the requisite hard skills needed for the role they are tasked with filling, it should now also be seen as the job of ascertaining which candidates have the requisite soft skills that aid in their interpersonal communications and problem-solving.
It may sound like the most obvious thing in the world but when you are recruiting and are looking for candidates, the best way about it is that of prioritising quality over quantity. Pretty standard idea, so how come it doesn’t always work out that way?
With over 90 percent of companies finding it difficult to find and hire candidates with the correct skillsets and business leaders complaining that the situation has worsened over the previous year, this has led to organisations paying over the odds to ensure they have the hires needed in order to guarantee that their firm will be able to run, uninterrupted.
The concepts of Data Science, AI and Cloud have gone from buzz words to becoming fundamental components of how businesses now operate. Data now sits at the core of operations and the Covid pandemic has significantly sped this up.
Preferred Supplier Lists (PSLs) have been around for decades and they are still considered the gold standard of recruiting practices. The problem is that PSLs, as well as contingency recruitment, is that using different recruiters takes you to edge of CV spamming.
There are very few entry requirements for the recruitment industry. Some think of this as a good thing and some think of it as a bad thing but it is a reality and it probably won’t change. With that easy entry come bad habits which can be picked up along the way from rookie to established recruiter.
The biggest recent change within recruitment is the change within the job market, switching from being employer-driven to candidate-driven. Such a shift creates an imbalance, where in-demand hires can demand more and get it, constantly moving around and leaving gaps that need to be filled from an increasingly reduced pool of possible employees.
With companies reporting candidate offer acceptance rates of between 75% and 50%, with signs that those numbers could even dip lower, it is clear that a kind of gold rush is happening, especially within something like data science.
The skill shortage is creating a problem for businesses. With the Covid-19 pandemic, roles that may have lain dormant or perhaps, in the cases of tech roles, did not even exist prior to the pandemic, now need to be filled at speed. This has, in turn, exposed the knowledge gap and shone a light on the moribund practices going on within recruitment.
There is undoubtedly an increase in the demand for data scientists so we thought we would take a look at the factors that are affecting the demand and also those factors impacting upon the lack of suitable candidates.
You will have heard about the fact that there are hundreds of thousands of job vacancies out there on the market. What you may not be so aware of are the difficulties in recruiting.
One of the most interesting trends affecting recruitment recently has been the large wave of resignations so we thought it would be a good time to highlight and discuss this trend.
Everyone is talking about DevOps. In the 2020 emerging roles report compiled by Linkedin, DevOp engineer featured prominently which has further boosted its reputation.
Data is now fundamental components of businesses and play a large role in not just how individual companies operate but also how industries now operate.
Using a set of specific skills like procedures and techniques to explore and investigate old and new data is what Business Data Analytics is. The aim is to discover insights through interrogating the data and arriving at improved business decisions.
Recruitment is all about finding the best candidates, no matter what the circumstances are, but with the Covid-19 Pandemic, certain elements have changed, causing ripple effects throughout the industry, and as we know, things that affect the recruitment business then affect all the other businesses that require recruitment.
With almost a million job vacancies in the last 3 months, it is clear that companies are not strategically solving their recruitment problems in a timely enough fashion. This may be a generalisation but we know it is true enough, judging by the stats.
Data Science has become a very competitive field in the past few years and this year it seems that that competitiveness has reached a peak. As we know the job market has flipped to being candidate-led, and really specialised roles like that of Data Scientist are a struggle to fill.
Artificial Intelligence projects that are coming back online after stalling during the pandemic need careful consideration or they risk falling apart, according to a new report.
How can you recruit leading Data Talent faster and more effectively than your competitors? Well, there are many ways and schools of thought regarding it, but one of the major factors, and it is one that many companies talk about but rarely back up with action, is hiring exciting talent by assessing the talent’s potential.
Those looking for agility in these trying times are focusing more and more on the Cloud. The scalability that it offers has allowed businesses to grow or contract their IT needs throughout the Covid-19 pandemic, with other companies noticing the benefits and building it into their future plans.
It is time to question why recruitment is done the way it is and has not changed in decades despite no one being really that happy with how it is.
Job vacancies have skyrocketed as the economy picks up pace and it is fair to say that it has taken a few people by surprise. In entertainment, IT, construction, the service industry, etc., job vacancies hit around 950k for the 3 months up to July, just shy of a million, according to ONS.
There is no such thing as an easy hire, no matter what you’ve heard or what you believe. There are easier hires, depending on the area you are hiring in, but if you are doing it correctly, it shouldn’t necessarily be easy.
When it comes to encouraging sensible ideas within recruitment, it may feel like we are like a stuck record. But consider recruitment as a whole and how much it resembles a stuck record. Over and over the same mistakes are made, and over and over the opportunity to change is missed.
Unlike other economic downturns, the Covid-19 crisis has not exploded and receded leaving chaos in its wake. It is a rolling, evolving disaster and one which, while it may have been anticipated by some, could not have been predicted by anyone.
As we recruit for Data Science, Artificial Intelligence, Machine Learning and Cloud, we are often asked by hiring managers to explain the jargon. We thought we would focus on the confusion around the Cloud.
As companies wake up to the fact that the candidates they are looking for are in high demand and it is becoming harder to secure them, more people are choosing exclusive recruitment partnerships. These partnerships offer security on both sides of the arrangement.
Since the hiring market has transformed from being a buyer’s market to a seller’s market, leaving candidates in the driving seat, it has exposed how some companies and organisations treated their prospects prior to the change.
If your company is hiring people to work on the Cloud e.g. Cloud Data Analysts, it is important that you understand what you are looking for, as well as the specialist recruiter who is helping you. Job specs are a very important element in your search for the prime candidate and if the incorrect one is sent out, it makes your life so much harder in the long run.
Talent drives success. It is as simple as that. Without it, all the will in the world cannot make a business a success. Without recruiters, whether inhouse, generalist or partnership, that talent cannot be found. When it really clicks, it is the best feeling in the world.
So you find a candidate that you are interested in and you simply introduce them to your hiring processes and a few weeks later they sign on the dotted line and everything is good in the world, right? Well sometime fairy tales come true and it is that simple, but it is becoming increasingly clear that things are not as they used to be.
The amount of people who think that a data team is just like any other team involved in digital escapades, is considerable. We have said it before but we feel the need to say it again: a Data Team is a revolution and should not be compared to a regular I.T. team.
Recruitment companies can be different and unique, as different and unique as your company’s needs. If you are looking for a recruitment company, what are the attributes you might be looking for?
‘On the books’ is a funny phrase, isn’t it? When a client asks, “Have you got this kind of candidate on your books? Or “Do you have a few on the books?”, the only reaction you can give is, “Oh yes, of course.” As with most things, it is a little more complicated.
A recent report has found that data scientists are experiencing an increase in demand by around fifty percent within healthcare, entertainment and banking.
Before we start talking about the generations, we should clarify, because there is a lot of confusion over what constitutes a Millennial (or Gen Y-ers) and someone in Generation Z (or a Zoomer as they are known). A Millennial must have been born between the years of 1980 and 1995. Generation Z were born between 1996 and the early 2010s.
How comfortable are you interviewing in the office? Or should the question be: at what point will you feel comfortable interviewing in the office?
If you were told that 7 out of 10 workers are passive when it comes to searching for jobs, how would that make you reconsider how you currently approach finding candidates to fill roles at your company?
It is a tale as old as time: a company needs to fill job roles, so they engage a number of recruiters to find them suitable candidates. Generalist recruiters work for no fee up-front, with the successful one out of the pack receiving a reward for helping fill the role. On the other side of this equation are the unsuccessful recruiters, who receive nothing but have also given considerable effort to the search.
You may not want to hear it. You may cover your ears and hide from it. You may avoid anyone who is trying to tell you this, but you have to face facts. When it comes to AI, Machine Learning and Data Science, quality candidates are currently swamped with offers. This is no longer a buyer’s market.
Whilst we recruit Machine Learning and Data experts for other companies, the actual use of Machine Learning for recruiting purposes is highly problematic. It may seem crazy that recruiters working within this sector would question ML, but because we know this subject, it makes perfect sense to us.
With a changing job market, there comes a changing recruitment landscape. While there are still cowboys out there, savvy businesses are engaging recruitment partners in exclusive contracts. This may seem from the outside a more expensive option, but when you scratch beneath the surface, it becomes apparent that this approach can save time, money and effort. How can this be?
Data. Everyone is at it. And you should probably do it too. Before that happens you need to understand where the data is coming from, what it can tell you, how it can make a real impact on your business and how you are going to start the process.
Around 5 years ago, ‘Data Scientist’ became part of the public subconscious and everyone was talking about it. Dashboards and 3D visualisations were flying around left, right and centre. Then things, rightfully, calmed down. Companies started to ask whether they had enough quality data to really require data scientists.
Hiring Data Analysts who are capable of running large-scale projects is becoming more and more of a necessity these days. Recruiting for Data Analysts is always a challenge, with the confusion caused by incorrect job specifications and new requirements such as cloud experience entering the fray.
There is a lot of positivity around hiring now, after the seemingly endless postponement during the Covid-19 pandemic. Well, some companies are hiring, while others are playing their own waiting game. They are holding out for their ‘dream’ candidate. A candidate who may not exist. So we ask, how can you hire well without feeling like you compromised?
We have noticed a trend towards companies seeking not just Data Scientists but Data Scientists with Cloud skills. Businesses are realising that they can save money and boost the scope of their data operation if they access data via the cloud rather than from big, expensive physical servers.
With the Covid-19 crisis, more people have been working from home and, in doing so, have been exposed to more technology than they may have had to work with prior to the move to home-based working. It was an easier time back then, when people could avoid technology if they really wanted to, relying on the IT department to help them with their set-up and passwords. The future will require more ‘Tech Savvy’ workers so we are looking at how that can become a reality for your business.
Businesses are moving away from the free-for-all of generalist recruiters and honing in on dedicated recruitment partners. For some companies this is totally new territory, so what should they be looking for when it comes to recruitment partners? What is the reason to go down this route and not rely on generalist recruiters, like they normally do?
Cloud-skilled candidates are in huge demand and a deficit of those skills within a company is the main stumbling block holding back the next stages after successful adoption of Cloud within businesses today. To remain competitive, how can a business ensure that it has a team ready for the Cloud initiatives that will spell success in your future?
With the recent report finding that UK employees are the most reluctant in Europe to return to the office, it raises interesting thoughts about the changing attitude towards employers in this country but also poses the question: what is the correct course of action now that lockdown seems to be easing?
We have been thinking lately about the differences between a good recruiter and a bad recruiter. Now we are not saying that bad recruiters aren’t trying hard at their job, but as we have said in the past, not all recruiters are made equal. So, what are the tell-tale signs of a bad recruiter?
These days, data is integral to successful companies and accessing, tracking, reporting on and storing large amounts of data gives the forward-thinking business a distinct advantage. While a lot of firms are still storing their data on their own servers, accessible via traditional methods, modern ones recognise the logistical benefits of cloud data.
As a change from our usual warnings about the AI, Data and Cloud industries, we thought we would focus on the positive aspects of being a data scientist. According to Harvard Business Review, it is the ‘sexiest’ job of the 21st Century, but what are the best things about it?
As a hiring manager, does it feel like you never stop interviewing? As a candidate, does it feel like interviewing never ends? What is the normal amount of candidates to take through to interview stage and how many interviews does it take to know which candidate is the right one?
Managers can have a hard time when it comes to finding data scientists or AI guys to fill their teams. Sure, on the surface, it looks like any other candidate search but there are a few things that generally hold back their company’s progress in the data field and sometimes it can take a while before the mistakes are spotted. Companies have never spent as much money hiring people as they do today, and so much of that is wasted because the standard way of doing things is so out of date.
No one goes into data science unless they are curious about the future and intrigued by tech innovation. With more and more firms attempting to harness the power of their data, they need great data scientists to make their plans a reality, but how can your business attract the best?
Whilst the sector can be complicated and bewildering, one of the main problems facing businesses is the fact that they are often hiring the wrong data scientist for their needs. As crazy as it may seem, there is deep confusion within firms that require data professionals but what can be done?
At the root of Data Science is the need to use data in order to ascertain certain information and answer certain questions. Businesses that either possess data or are looking to collect data, need data scientists and those data scientists need a few different skills up their sleeves. We have put together a list of the top skills to look out for in the data scientists you are hiring in 2021.
Amongst the biggest talking points we have noticed recently, is the ongoing curiosity surrounding start-ups and why they fail. If you have launched a start-up, are on the verge of launching one or are considering a business idea for the future, this list will definitely provide food for thought.
If you ever calculate the cost of hiring the wrong candidate for a job, and many companies never bother to do so, you will find that it costs you much more than in financial terms. In these times can you really afford to waste your resources like this? We take a closer look into what it will cost you to take a lackadaisical approach to hiring.
Our mission is the empowerment of tech companies or businesses running tech projects to create world-class teams and reach new tech frontiers. We believe in a data-driven future and know that the best humans with the requisite skillsets are required in order to get us there.
It is becoming apparent that many companies are failing to select the correct candidates to hire and it is getting to a stage where those involved must be made aware in order to rectify the mistakes.
As mentioned in the previous blogpost, Data Professionals are looking at the door when it comes to their current roles due to a few factors, a major one being companies being unprepared and the new hire having to start things from scratch. This situation is often referred to as ‘Cold Starting’ but why is this happening?
What are the desirable aspects about Data jobs? Well, in short, they are classed as some of the best paid and ‘sexiest’ jobs going around. Working alongside equally skilled colleagues and the chance to show off expertise are also pretty cool too. So why would they be keen to exit your business?
Whilst more and more businesses are unfreezing their Data projects and hiring teams, other companies remain stuck in their ways and are still denying their need to prioritise data within their business. Who is doing this and what are the long-term impacts it will have on them?
Recruitment is an industry that has been constantly growing for many years and there are around 75,000 companies in Europe alone. Companies that hire recruiters seem to encounter the same bugbears time and again (Not cost effective, inefficient, lacking the expertise for the sector, etc) but throughout the Covid-19 crisis there has been a need for a change. Companies are scrutinising whether they really need to hire in an agency to recruit candidates.
If you have been struggling to recruit data talent, there will be a really obvious reason for that. The fact of the matter is that the roles that require data talent far outnumber the amount of top quality talent out there in the job market. So that is the problem, what is the solution?
We caught up with a management partner recently and after an interesting chat, we thought it may be a good idea to address the realities of using online platforms for recruitment.
If you haven’t heard of IR35, it is the name of two tax legislations created by the UK government in order to stop tax avoidance within the workforce. In this blogpost we will delve a little deeper into what it is and what it might mean for the wider business community in the near future.
A major point we have been made aware of from hiring managers and C-suite executives is the fact that they are beginning to start pushing forward with stalled projects.
In response to our last blog regarding depression experienced by homeworkers, what are managers feeling about the situation? We are receiving feedback that managers feel that things will never go back to how it was before Covid-19, when you needed to have someone at their desk 5 days a week, but they feel people need to be back in the office interacting with each other.
I was speaking with a friend and they mentioned that for C- level hires (Senior Directors and above), companies only get the correct fit 20% of the time. That is an astonishing figure. But what might be behind it and what can we do to remedy that situation?
With the upcoming anniversary of the first Covid-19 lockdown approaching, and with no end in sight for working from home, we looked into what is actually happening on the ground. There’s an emerging opinion that remote working may not be the panacea that it first appeared to be.
A lot more interviews are being conducted via video, be it Skype or Zoom or another system and Hiring Managers who may be unfamiliar with the format may be missing out on great candidates due to a lack of organisation or fear of the new way of doing things. We have compiled some points to make the two-way video interview a lot easier.
Hiring Managers and Recruiting Professionals are all aiming at the same target: sifting through and selecting the prime candidates for the roles required. Yet despite a shared goal, the relationship can become fraught.
We have decided to compile a list of some of the pitfalls companies encounter when they are recruiting Data, AI or Machine Learning Experts in order to help you avoid these problems when you are hiring.