Cloud & Infrastructure

Cloud & Infrastructure

​Glocomms: A specialist Cloud & Infrastructure talent partner

The future of Cloud & Infrastructure is bright. The cloud is transforming the way businesses operate, allowing them to access resources and scale up or down quickly and easily. This provides a great opportunity for businesses to innovate and expand, as well as for job seekers to take advantage of the increased demand for cloud infrastructure skills.

At Glocomms we understand that cloud and infrastructure hiring is a complex task. Our team of experienced consultants specializes in connecting businesses with the right candidates on a permanent or freelance/contractorbasis. With our in-depth knowledge of the Cloud & Infrastructure industry, we can help you find the ideal candidate to meet your unique needs quickly and efficiently.

Let Glocomms help you find the perfect Cloud & Infrastructure candidates today.

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If you're looking for Cloud & Infrastructure talent, please register your vacancy today.

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Benefits of working with us

Our Cloud & Infrastructure recruitment specialists support growing technology businesses source the right go-to-market strategy talent, manage the recruitment process and facilitate onboarding. With multi-lingual language support, we provide international recruitment expertise to secure business-critical talent across Europe.

Our recruitment benefits

Experience

We have a decade’s worth of Cloud & Infrastructure experience as a leading talent partner in Technology.

Network

A vast, global network of the best, in-demand Cloud & Infrastructure talent.

Knowledge

Our award-winning talent specialists offer bespoke, tailored guidance on the latest hiring trends.

At Glocomms, we are dedicated to cultivating enduring alliances grounded in trust, honesty, and shared prosperity. Our commitment lies in delivering customized solutions that align with your distinct demands, granting adaptable alternatives to match your Cloud & Infrastructure recruitment preferences. Whether you seek swift placement for pivotal roles or aspire for strategic talent acquisition solutions, our arsenal of resources and proficiency ensures successful outcomes. Share your vacancy with us today.

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Cloud & Infrastructure Jobs

At Glocomms, we're excited about the future of Cloud & Infrastructure, teeming with opportunities driven by AI and cybersecurity. We encourage you to explore our cutting-edge Cloud & Infrastructure roles we're filling in this transformative sector. Shape tomorrow's tech world with us; your future begins at Glocomms.

Network Security Architect

A fast-growing technology company is searching for a seasoned Security Architect, specializing in network security and access control. The ideal candidate will have at least 7 years of experience in networking and security, and at least 3 years in architecture. Requirements - Expert knowledge of network access control, zero trust, network and cyber security - Prior experience with relevant industry regulations and security standards for the Tech Industry - Experience with Software-Defined Networking, SASE, CASB, and Zero Trust concepts. - High-level ability to communicate with cross-functional stakeholders, global exp preferred. Location: San Jose, CA Compensation: Negotiable, based on experience and levelling. Salary range is $180-300k Please apply to the ad if interested!

US$200000 - US$300000 per year
San Jose
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Network ACI Architect

Job Description: As a Network Architect specializing in Cisco ACI deployment, you will be responsible for designing, implementing, and managing complex network infrastructures for our clients. Your primary focus will be on deploying Cisco ACI solutions, ensuring seamless integration with existing networks, and optimizing performance to meet business objectives. You will collaborate closely with cross-functional teams, including network engineers, system administrators, and project managers, to deliver high-quality solutions on time and within budget. Key Responsibilities: Lead the design and architecture of Cisco ACI deployments, considering client requirements, industry best practices, and scalability. Develop detailed network designs, including VLANs, subnets, routing protocols, and security policies, to support Cisco ACI environments. Configure and deploy Cisco Nexus switches, Application Policy Infrastructure Controllers (APICs), and related components for ACI fabrics. Collaborate with stakeholders to gather requirements, assess network performance, and recommend improvements for Cisco ACI deployments. Conduct network assessments and troubleshooting activities to identify and resolve issues related to Cisco ACI environments. Provide technical guidance and mentorship to junior team members on Cisco ACI concepts, configurations, and best practices. Work closely with vendors and third-party providers to procure hardware, software, and support services for Cisco ACI deployments. Document network designs, configurations, and procedures, ensuring accuracy and completeness for knowledge transfer and future reference.

€300 - €550 per day
Milan
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Sr SRE, Data Infra | Social Media Giant | Onsite

The Company: Our client is one of the world's leading social media companies. This platform allows innovative avenues to express creativity, explore interests, and most importantly global connectivity. Having over a billion users, this company pursues the best of the best engineering talent, while also forming dynamic teams who, like the users, are intelligent, compassionate, and creative! Responsibilities: Participate in and enhance the complete service lifecycle, from inception and design, through development, capacity planning, launch reviews, deployment, operation, and refinement. Design and implement software platforms and monitoring frameworks to govern service-oriented architecture (SOA) efficiently, automatically, and intelligently. Develop and manage components of cloud-managed data infrastructure, encompassing technologies such as Kubernetes, Redis, MySQL, Flink, and more. Establish sustainable mechanisms for scaling systems, such as automation, to drive enhancements in reliability, efficiency, and velocity. Provide sustainable user support, manage incident responses, and conduct blameless postmortems as part of our ongoing efforts to improve our systems. Qualifications: Bachelor's degree in Computer Science or a related technical field with 5+ years of experience 3 YOE programming in Python 3 YOE building CI/CD pipelines Strong familiarity with Unix/Linux system internals, networking, and distributed systems Additional Information: Same position available in San Jose and Seattle! Work Model: Fully onsite in San Jose, Hybrid (3 in, 2 remote) in Seattle Pay Structure: Base + Bonus + RSUs Complete, Competitive Benefits Package No C2C at this time

US$175000 - US$290000 per annum + + Bonus, RSU's
San Jose
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Principal SWE (Python, AWS) | Elite Boston Asset Manager

Summary: A global, multi-billion-dollar private hedge fund is seeking a self-motivated and ambitious Python & Cloud Engineer to contribute to a well-established and mature engineering group in Boston. You will play a vital role in adding DevOps expertise to a Research Systems team. In addition to that, you will make a crucial impact on the firm by directly guiding team members on the best practices for developing in a hybrid environment and supporting production applications. Responsibilities: Collaborating with internal Investment Research clients and other application teams within the Platform Engineering team and Research Systems group Establishing standards and best practices for migrating on-prem deployments to a cloud environment, especially pertaining to high-performance cloud application and service deployments Hands-on work in the delivery of prototypes and project work Building and maintaining relationships with cross-functional leaders and team members, as well as coaching project team members Qualifications: Bachelor's Degree in CS or related 5 YOE in supporting production applications, and object-oriented programming in Python 3 YOE in cloud configuration and tuning, as well as building resilient CI/CD pipelines using Git, and containerization technologies Previous daily work with Kanban or Agile Scrum sprint Value added (but not required): Master's Degree in CS 3 YOE in UI-oriented programming with TypeScript/React Benefits/Perks: Industry leading compensation and benefits packages A close-knit culture, prioritizing work life balance, professional development, and collaboration and access across all levels of the business If you are interested in the Principal Software Engineer position, don't hesitate to apply!

US$160000 - US$180000 per annum + 20-30% Cash Bonus
Boston
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Snowflake Expert/ Database Engineer

We have a current opportunity for a Snowflake Expert on a contract basis. The position will be Fully Remote. For further information about this position please apply. Snowflake Expert Contract Type: Full-time, 12-month contract with possibility of extension Seniority Level: Minimum 3 years of hands-on experience with Snowflake Location: France (Remote work available) Start Date: ASAP Context: As a Snowflake Expert, you will play a pivotal role in collaborating with our data architect and platform manager to enhance and optimize our Snowflake infrastructure. You will also provide crucial support to our offshore teams. This position entails designing, documenting, and implementing solutions, as well as guiding offshore teams in their adoption. Key Responsibilities: Collaborate with the data architect and platform manager to improve Snowflake infrastructure. Develop designs, documentation, prototypes, and finished products. Assist offshore teams in adopting and implementing solutions. Optimize performance and costs, focusing on query and warehouse optimization. Enhance FinOps management and outcomes. Manage data security leveraging Snowflake capabilities. Implement new features offered by Snowflake. Required Skills & Experience: Strong proficiency and hands-on experience with Snowflake. Experience in database administration (DBA). Knowledge of the data management ecosystem, with a focus on Data Engineering. Familiarity with ETL/ELT principles, including tools. Proficient in English for effective communication with offshore teams. Familiarity with Snowflake (mandatory), AWS (important), Dbt, JIRA/Confluence, Kubernetes/Containers. To find out more, feel free to apply or contact me on: Contact: +44 20 3879 1050

Negotiable
France
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Program Manager

Program Manager Chambery, Auvergne-Rhones-Alpes French and English speaking Hybrid Working - 50% on site Start Date - 18/03/2024 is possible, can be slightly flexible Initial Contract until 31/12/2024 with extensions to follow TJM : 500-700€ Customer Details Our customer is a trail-blazer in the Energy Sector, their mission as a business is to help their customers improve upon their Energy usage and to support them in their journey to become Carbon Neutral. They have spent the last few years investing heavily in their IT, Systems, Cloud and eCommerce, so their goal for 2024 and beyond is to make sure they are secure as possible as a business. They are a fantastic company to work for and one were working with them can make a huge difference to the planet, they offer solutions to their customers to become more Environmentally friendly. Glocomms have a great relationship with their team and have been responsible for hires into the business in the past. Job Details Program Manager Primary responsibilities will include working closely with their Department heads to ease their Project workload and to run projects from a 'Back Office/Back End' perspective, coordinating staffing requests, project planning, hiring new people into the team, managing budgets and writing regular reports for the Senior Stakeholders within the business. No specific technical knowledge is required, but someone with skills using Jira will be highly appreciated. You will be situated in the Information Security department, so any knowledge in this area will massively support your application. Experience working in both Agile and Scrum environments is essential to work within their teams. You will be working closely with a number of their department heads and reporting directly into their Global Head of Cyber Security, but they are not a massive organisation so the management hierarchy is very simple and you will have the ability to make some really interesting contributions towards their wider business. Given the International context of the team, the customer needs both a French and English speaker. There is a fantastic opportunity for extension past the initial contract period, you will be a key figure within their department so should they be happy with the work your producing there is certainly a big chance for extensions. No specific certificates are required, but any relevant Project Management certificates will certainly add to your application. Get in Touch +44 203 758 8905 james.evans(@)glocomms.com https://www.linkedin.com/in/jamesevansglocomms/

€500 - €700 per day
Chambéry
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Storage Admin

Title: Seeking a Sr. Storage Admin for Remote Work Introductory Paragraph: Our client, a leading company in the aerospace and defence sector is seeking an experienced Sr. Storage Admin to join their team remotely. The successful candidate will be responsible for managing and maintaining storage systems while ensuring they are efficient, secure, reliable. Qualifications: - Bachelor's degree or equivalent experience in Computer Science - 6+ years of relevant work experience as System Administrator with emphasis on storage administration - Experience working with GloComms technology preferred Skills: Storage Administration - Candidate must have strong knowledge of different types of data backup procedures such as full backups (weekly), incremental backups (daily) etc., ability to manage large amounts of data efficiently using various technologies like SAN/NAS devices. Security Management - Maintain security by monitoring and assuring compliance according to industry standards including HIPAA & PCI-DSS requirements; conduct audits regularly checking logs files against pre-set parameters that identify potential risks before they become actual breaches. Cloud Computing Technologies - Familiarity with cloud computing platforms like AWS/Azure/GCP/Hybrid Cloud would be beneficial but not mandatory Virtualization Technology- Knowledge about virtualization concepts related VMware ESXi servers should also come handy since it's part-and-parcel when dealing with networked resources where multiple VMs run simultaneously Communication Skills - Proven communication skills both written/verbal alongwith good interpersonal abilities Salary: The salary offered for this position is $120000 per annum which may vary based on qualifications/experience level. If you meet these criteria please send your resume today!

US$110000 - US$130001 per annum
England
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ServiceNow Developer 1

ServiceNow Developer X2 Role : ServiceNow Developer (2 Positions) Duration : Initial 6 month project - (Likely extension) Location : Nanterre, Paris - France Bill Rate : 500-800€ p/day Start : As early as Monday 26th February Remote : 2 days per week, 3 days on site Languages : French & English Customer Details: The client is a global organisation recognised for its futuristic IT infrastructure. They are a strong advocate of automation and development in general in global IT systems. Due to an internal reshuffle and loss of staff they have opened up the position to the sub-contract / freelance market to bring in a TWO technical expert. Glocomms has been working with this company foe close to 6 years and support them in many different areas. Responsibilities: The scope of the project is a migration of an existing platform to ServiceNow. Tasks will vary depending on the phase of the project. At first, you will need to understand the requirement. Currently, the customer is writing requirements for each feature that will be migrated to ServiceNow. You will need to read these design requirements and make sure you understand them. You will then translate these requirements into the implementation. You will need to determine in ServiceNow which module/component should be used for the implementation. You will need to run demos and review Regularly report your progress to the team. You needs to ensure the right level of testing is also carried out. Strong scripting skills (JavaScript) for customising catalogue items. Experience integrating ServiceNow with external REST APIs. Profile: Able to integrate quickly and efficiently to help meet project deadlines. Experience in design, development and testing. The ability to question some of the existing designs and propose alternative solutions would also be useful. This is a migration to ServiceNow, so knowledge about it is important, but good general development experience is also required. You should be able to assist with integration, resolve issues that arise, and provide guidance to the team regarding ServiceNow. Certifications are nice to have but are not a blocking point without them. Get in Touch ! erion.berisha(@)glocomms.com Number +44 2036678378 https://www.linkedin.com/in/erion-berisha-a989a526

€500 - €800 per day
Nanterre
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Security Testing Team Lead/Lead Tester

Senior Security Testing and Evaluation Team Lead Description: The Senior Security Testing and Evaluation Team Lead assumes a pivotal role in overseeing the entirety of our Security Testing and Evaluation program. This position requires adept management of technical, financial, and contractual aspects to ensure seamless execution. Responsibilities Ensuring all deliverables meet stringent quality standards and performance criteria. Conducting comprehensive security testing and reviews across diverse application landscapes. Actively participating in Security Assessments of cloud service providers, networks, systems, and applications. Meticulously reviewing assessment artifacts, and proficiently preparing standardized System Assessment reports. Qualifications: Certification: Certified Information Systems Security Professional (CISSP), Certified Information Systems Auditor (CISA), or FITSP-Auditor (FITSP-A). Education and Experience: Bachelor's degree in Engineering, Computer Science, or related field preferred. A minimum of 8 years of FISMA and auditing related experience is required. Skills: Extensive proficiency in NIST RMF framework and security controls, integrations testing, assessment and authorization (A&A), and IT concepts essential for evaluating security performance and integrity of cutting-edge applications, communications systems, hardware, software, and information processing systems. Top Secret clearance is mandatory for this position.

US$150000 - US$175000 per annum
District of Columbia
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Site Reliability Engineer - Seattle, WA - Hybrid

Title: Join the Team as a Site Reliability Engineer in Seattle! Are you an experienced site reliability engineer looking for your next challenge? Our client, a leading digital media company based in Seattle, is seeking someone like you to join their team permanently. As a site reliability engineer (SRE), you will be responsible for ensuring that our client's infrastructure runs smoothly. Qualifications: - Bachelor's degree or higher in computer science or related field - 5+ years of experience with SRE principles - Experience working with large-scale systems Skills: As an SRE at our client's organization, we require applicants who possess the following skills: 1. Strong problem-solving abilities. 2. Excellent communication and interpersonal skills. 3. Expertise using tools such as Kubernetes and Docker containers. 4. Knowledge of AWS cloud services including EC2 instances management Our ideal candidate must have strong technical knowledge while being able to work collaboratively within teams across different departments. Salary & Benefits: The salary offered by this role is $160000 per annum along with additional benefits which includes health insurance coverage(Health,Dental,Vision) ,401k plan etc . Join us today if you are passionate about contributing towards building scalable architectures! Apply now through GloComms website .

US$160000 - US$160001 per year
Seattle
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Founding Security and Infrastructure Engineer

Job Title: Security Infrastructure Data Engineer Company: Startup AI Company specializing in Large Language Models Overview: As a Security Infrastructure Data Engineer at our startup AI company, you will play a crucial role in safeguarding our systems and data assets. You will be responsible for designing, implementing, and maintaining robust security infrastructure tailored to the unique needs of our large language models and AI systems. Your expertise will ensure the confidentiality, integrity, and availability of our data while enabling innovation and scalability. Key Responsibilities: Develop and implement security infrastructure solutions to protect against unauthorized access, data breaches, and other security threats. Design secure network architectures, including firewalls, intrusion detection/prevention systems, VPNs, and other security technologies. Implement encryption mechanisms for data at rest and in transit to maintain confidentiality. Establish secure access controls and authentication mechanisms for internal and external users. Ensure compliance with relevant data protection regulations (e.g., GDPR, CCPA) and industry standards. Implement data governance policies and procedures to safeguard sensitive information. Conduct regular audits and assessments to identify and mitigate security risks. Develop and maintain incident response plans to address security incidents effectively. Monitor security logs and alerts to detect and respond to security threats in a timely manner. Collaborate with cross-functional teams to investigate security incidents and implement corrective actions. Provide security awareness training to employees and stakeholders to promote a culture of security. Develop educational materials and resources to increase awareness of security best practices. Stay updated on emerging security threats and technologies to continually enhance security posture. Collaborate with software engineers, data scientists, and other stakeholders to integrate security controls into the development lifecycle. Document security processes, procedures, and configurations for internal reference and compliance purposes. Communicate security risks and recommendations to senior management and relevant stakeholders. Qualifications: Bachelor's or Master's degree in Computer Science, Information Security, or related field. Proven experience in designing and implementing security infrastructure solutions for cloud-based environments. Strong understanding of network security principles, protocols, and technologies. Familiarity with AI and machine learning concepts, particularly in the context of large language models, is highly desirable. Experience with cloud platforms such as AWS, Azure, or Google Cloud Platform. Proficiency in scripting and programming languages (e.g., Python, Bash) for automation and tool development. Relevant certifications (e.g., CISSP, CISM, CompTIA Security+) are a plus. Excellent communication skills and ability to work effectively in a collaborative, fast-paced startup environment. If this position sound interesting to you please apply directly via LinkedIn or reach out to me directly at: !

US$120000 - US$160000 per year
New York
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Cloud Security & Infrastructure Engineer

I' m currently partnered with an exciting generative AI-powered research and data platform to bring on a Cloud Security & Infrastructure Engineer to their security team. This client is at the forefront of cutting edge developments in AI to provide new platforms for search, analysis and knowledge discovery. This is an amazing opportunity to play a pivotal role in deploying their AI stack on-prem and collaborating with client and development teams to make critical decisions regarding infrastructure and architecture. Your role will be instrumental in ensuring SOC2 compliance and scaling their solutions while working on the front lines with AI and financial data processing. This is an on site opportunity based in NYC with the potential for hybrid work. Compensation ranges from 120K - 160K Base + Equity. Qualifications: 6 + years of experience working as a cloud architect or similar role. Expertise with AWS or Azure Strong knowledge of cloud security concepts such as authentication/authorization using OAuth, and managing JWT tokens Expertise with Terraform or alternate infra as code languages Expertise with SOC2 or HIPAA Expertise with Python and Bash to automate work flows. Expertise with Kubernetes Ability to communicate effectively with technical and non technical stakeholders. If you enjoy a technical role where you are able to get your hands dirty and have immense impact, this could be the opportunity for you!

US$120000 - US$160000 per year
New York
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Cloud & Infrastructure News & Insights

From Azure to AWS: Finding the Perfect Cloud Professionals Image
cloud-infrastructure

From Azure to AWS: Finding the Perfect Cloud Professionals

In the tech-driven business landscape, a staggering 78% of executives in a PwC survey revealed that their companies have embraced cloud computing across most or all parts of their operations, highlighting how today's businesses are increasingly utilizing cloud tech on their continuous quest for innovation and efficiency. Amidst this cloud-centric shift, niche cloud services have become essential, offering specialized solutions within the broader cloud market tailored to precise organizational needs. However, companies are facing a significant challenge; locating technology experts skilled in these niche areas is like finding a digital needle in a haystack, making the search for professionals adept in public, private, and hybrid cloud environments, as well as PaaS/IaaS platforms like Azure, AWS, and Google Cloud, all the more daunting.Why We're All About Niche Cloud ServicesSo, what makes niche cloud services so useful? In one word: customization. Whether it's a cloud that's all yours (private), one you share (public), or a mix (hybrid), they need to tick all the boxes for your business's unique needs. Whether you need world-class security or to comply with tight regulations, one-size-fits-all solutions don't always cut it.The Public Cloud QuestTake public clouds, for example. Azure, AWS, and Google Cloud are big names with lots to offer. They're the backbone for many companies, helping them to seamlessly grow. But what if you need something extra special? That's when you need a public cloud pro who can do more than just the basics, able to blend their technical expertise with the ability to adapt to your organization's requirements and challenges.The Private Cloud PuzzleMoving on to private clouds, these professionals need to be perfectionists, particularly from a security and networking standpoint as they'll be responsible for protecting all of your sensitive information. Finding the masterminds who can set these up just right isn't easy.The Hybrid Cloud HuntAnd then there are the hybrid cloud heroes. These experts have the know-how to mix and match on-site tech with private and public clouds to make a perfect tech solution. But these professionals are tough to track down because they've got to be good at a lot of things at once, and have experience with your specific tech stack.The PaaS/IaaS CraftsmenLet's not forget the PaaS and IaaS experts, who build the foundation that lets all your apps and services run smoothly in the cloud. These professionals need to be versatile, with a solid grip on both the development and operational aspects of cloud services, which makes them quite the find in the tech world.Top Tips For Finding Cloud TalentWith these experts being so rare, how do you actually find them? Here are a few tips to get you started:Teach Your Own: Get your current team trained up with the right certifications, like AWS Certified Solutions Architect or Google's Professional Cloud Architect.Get Help from a Specialist Cloud Recruiter: At Glocomms, we have the cloud computing expertise to help find people with the niche skills you need.Take a Look at Your Tech Benefits Package: Offer exciting projects and a ladder to climb, and you'll attract experts looking for a great career.Explore Freelance Talent: Sometimes the best people are the ones you hire for just one project. It's a great stopgap while you look for the perfect full-time star.Looking for Cloud Talent?The hunt for the perfect cloud expert is tricky. With a little strategy and some savvy searching, you can lock down the pros who'll help you make the most of the cloud. Partnering with Glocomms means you don't have to go it alone. We've got the connections and know-how to connect you with hard-to-find professionals with the niche cloud skills you're looking for. Glocomms has the experience, the experts, and the enthusiasm to make sure your business doesn't just keep up; it stands out. Request talent by completing the form below.​​

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Management & Culture

How to Cope with Redundancy and Move Forward with Confidence

There have been a great deal of redundancies in the technology sector over the last year, as many large tech corporations let go of the additional hires they made to meet demand for online services during the COVID-19 pandemic.We are now starting to see signs that this downturn is coming to an end, but that doesn’t change the fact that being made redundant can be a traumatic experience, leading to feelings of stress, anxiety, and uncertainty. In addition to the emotional toll, the financial impact of a job loss can also be significant. If you have recently been made redundant, or would like to support a friend or family member who has been, let us guide you through how to cope with being made redundant, manage stress, and move forward with confidence, with the help of Suzy Reading CPsychol, B Psych (Hons), M Psych., Chartered Psychologist and life coach, who specializes in wellbeing and stress management. Coping with the Emotional Impact of RedundancyBeing made redundant can be an overwhelming and stressful experience of loss and change. “There are lots of normal, natural ways to respond to the news of losing one’s job,” Suzy Reading told us. “For some people, it could be a welcome relief from a difficult job situation or looked at as an opportunity for moving on in their life. But for others it can come as a deep shock and will have a significant emotional impact.”Suzy noted that the sensation was akin to mourning and mentioned that the physical and psychological reactions were analogous to what one might experience while grieving. Although, since there are many different variables, reactions can vary greatly. When confronted with this type of situation, it is completely normal to experience any the following common responses:Emotional ReactionsPhysical ManifestationsAnxietyFatigueAngerHeadachesFrustrationWeight Loss/GainSadnessSleep DisturbanceFearUpset StomachPanicMuscular TensionOverwhelmNauseaGriefIncreased Heart Rate​Before doing anything else, address how you are feeling. Whether it’s sadness, anxiety, anger – or, on the off chance, relief – recognize your emotions and reflect upon them. Separating yourself from rejection is another important step. Even though your redundancy wasn’t personal, it can certainly feel that way, so it may take some time and practice to work through this mentality. Suzy adds: “There are so many highly skilled, capable, and resourceful people who are in the midst of flux in the workplace. It’s important to understand that you can be extremely good at your job and be immensely valuable, but no one is immune to redundancy because there are numerous factors involved.”Journaling, practicing mindfulness, and speaking with trusted friends and relatives or a counselor can all help to nurture and support you through this period of transition.Stress can also be effectively managed physically by incorporating exercise into your routine and receiving bodywork such as osteopathy to reduce physical tension. Additionally, mindful eating and consistent sleeping habits are crucial for ensuring you stay in peak condition. Telling Your Friends and Family About Your RedundancyThe news of job loss can be difficult to process, often taking a while for the gravity of the situation to really sink in. But when you feel ready to discuss it with loved ones, it can be hard to know where to begin. So how do you go about opening up to friends or family members? Suzy told us that it’s firstly important to think about who in your circle offers you a safe and compassionate place, but also the skills that they each have, because not everyone has the capacity to be the support you need in that moment. “You get those who play the devil’s advocate really well, and others who are the problem solvers – they immediately want to help to find solutions. That only works later down the line when you’re in a position to think about your next steps.”Informing family members or partners of the news is difficult, as not only must you cope with your own emotions, but simultaneously help them process their reactions. For those on the receiving end of the news, Suzy advises that they ask what that person needs. Is it brainstorming? Is it to simply listen? Draw on the positives and help them identify their skills and strengths. “But there isn’t a one-size-fits-all approach,” she went on to say.Suzy did however stress the importance of tending to your own needs first, to process and digest your emotions, before sharing the news with others. To reach a place of assurance and take the next step confidently, the following tips may prove useful: Assessing Your Finances After RedundancyOnce you feel you in an emotionally secure place, thoroughly assess your financial situation. Even if you are planning to return to work as soon as possible, it’s a good idea to examine all of your outgoings so you can prioritize your bills, inform your creditors and find out if any help is available, temporarily reduce unnecessary purchases or subscriptions, and check if you have any insurance policies that cover redundancies.Understand Your Rights After RedundancyAfter redundancy, understanding your rights will ensure that you receive any support and entitlements you are eligible for, but this will depend on your country, state, the number of redundancies your company is making, and your terms of employment.Check your employment contract’s terms and conditions, including any clauses related to redundancy, notice periods, and severance packages, and familiarize yourself with the redundancy pay laws in your area.If you have any concerns about your redundancy or think your rights have been violated, you may wish to seek legal guidance, as employment laws can be extremely complex.Moving Forward: Keeping a Resilient and Positive MindsetWhile it can be difficult to maintain a positive mindset after redundancy, especially when dealing with the shock, uncertainty, and stress of being without a job, it's important to remember that this period of change presents opportunities for growth and new beginnings. Focus on what you can control, such as your attitude and outlook. Remember that you can decide to stay positive and look for the opportunity in the situation.Once you have come to terms with the emotions of redundancy, it is important to focus on the positives. This might include having more time for family and leisure, taking up a new skill or hobby, or getting involved in volunteer work. All of these activities can help to keep your spirits up and provide a sense of purpose during this difficult time.Surround yourself with a supportive network of friends, family, mentors, and fellow professionals who can provide encouragement, guidance, and perspective during this transition. Share your thoughts, aspirations, and concerns with them, and draw upon their wisdom and experiences. Connecting with individuals who have navigated similar challenges can also provide inspiration and remind you that you're not alone on this journey.By shifting your perspective from loss to potential, you can open yourself up to exciting possibilities and maintain a positive outlook moving forward.Decide Your Criteria for Your Next Career MoveDespite your redundancy, tech professionals are in demand in practically every industry, so it is essential to keep an open mind when considering your next options. Create a list of negotiable and non-negotiable components, including salary ranges, commute times, additional benefits, and any other details that are important to you.Redundancy also brings you the opportunity to explore different career paths or industries - if you have been wanting to make a career change, now is a perfect time prepare for it. While many tech professionals are attracted to a career in financial technology, there are over half a million exciting roles available inmedical technology in the US[1]. The manufacturing, media and entertainment, transport, and Software as a Service (SaaS) industries are also experiencing rapid innovation in tech and are calling out for skilled professionals.Consider taking advantage of online courses, workshops, or certifications to enhance your skills and position yourself with an in-demand, transferrable skill set.Getting Back in the Game: Launch Your Job Search with ConfidenceOnce you have decided on the direction you want your career to take, start to update and optimize your resume and LinkedIn profile. Create an application goal to reach each day, and research various companies you are interested in working for. You can also sign up to a specialist talent partner like Glocomms, where our team can match you with suitable vacancies and support you throughout the hiring process.Your resume is your elevator pitch, so it is essential to showcase your unique skill set in the most effective way. For advice on writing the perfect resume to help you land interviews, read our top tips blog here. During the hiring process, prospective employers may inquire about the cause of your departure from your previous job. But this question, Suzy says, is “not a comment on who you are as a human being – it’s about saying ‘this experience has allowed me to embrace the next opportunity.’ Quite simply, focus on what you can bring to the table.”How Glocomms Can Help You Meet Your Ultimate Career GoalsWhile losing your job can be a stressful and overwhelming experience, it also provides the opportunity for a fresh start. Tech professionals are in high demand, so grab this chance to take control of your career, explore new paths, and build a fulfilling future.By signing up to an experienced technology talent partner like Glocomms, that has extensive global connections and deep market knowledge, we can provide advice on new opportunities and help you build your career to new heights.Submit your resume today and kickstart your job search.[1] Medical Device Industry Facts - Advanced Medical Technology Association

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development-engineering

Interview & Hiring Guidance

​5 essential tips for employers, hiring managers, and HR on the hiring process in TechnologyThe interview process, from initial phone call screenings and psychometric testing, to face to face interviews with the hiring manager and onsite tours, can often be a long and laborious process. So it is imperative to keep an interview process streamlined and engaged, to ensure talent doesn’t drop out, and your organization, and yourself is represented best. Here are 5 vital top tips for employers to stick to when interviewing top talent. Be present Showing excitement to prospective candidates provides insights for them into the potential team culture and attitude. Asking them questions about themselves, on their interests, their lives, their careers, as opposed to only technical questions to vet their hard skills, goes a long way in connecting on a human level. Another way to connect is by sharing real life examples of the day to day, positive experiences about the role and team, and details about project work. These are important talking points candidates like to know, and while they understand an interview may be rigorous technically, maintaining the conversational, human aspect is important too. Being engaged may sound simple, but given how much of the interview process is over Zoom/VC/phone these days, it is easy to get distracted and check emails or open windows on your computer. Remaining attentive and interested will bring the best out of the interview process and provide a positive candidate experience. Also important is to be interesting yourself. Be in sell modeMany of the above points are indirect examples of selling your team and role. However, in a more overt way, providing exciting opportunities at present and for future career growth are always on candidates’ minds and knowing there is more to be excited about than just hands-on skills or what is in the job description on day one makes them buy into the role and organization more. As part of selling the role, explain why you took this position, and what you liked about the company and team. Be relatable to their circumstances and share with them why the position in your team, at your company, is the best move they can make.Another important aspect to highlight here is the culture. Maybe there is more to what makes the role great than just the daily tasks or responsibilities, such as company sports team, lunch clubs, charitable groups, or environmental initiatives. Highlight what else is enjoyable so that candidates are excited about this role, as well as the team and company, aside from the day to day. These days competition for top talent is so tight, that those cultural differences can distinguish you amongst the rest.Be positive Many of the above points translate to this aspect of hiring, but above all, being cordial, professional, and sharing timely feedback all contribute to a positive candidate experience. In some cases, the candidate may not be a good fit culturally, or for your position, but you should still offer them professionalism and positivity in the interview. Remember, they may have colleagues or a network of other experts that could be better suited for your role/team. You want them to have a positive experience to refer people to you, and maintain your company’s reputation in the market, as well as your own. It's also important to note that many candidates often have other processes in the mix, so if you give them any chances to doubt their experience, they could be more likely to go elsewhere. Be flexible If a professional isn’t the 100% right fit, still ask yourself if there is a place for them in the team or organization, especially if they bring something unique to the company. Keep an open mind when recruiting talent, and consider the future headcount. Potentially you can create a new role for an exceptional candidate, especially if you don’t want to lose someone good to a competitor. See the positives in a candidate’s skillset if they bring enough to the table, and find reasons to say yes, especially in this market. Outside of being flexible with the job description, can you also be flexible with the offer? Offering nuanced benefits, flexible working, and customizing offers to the individual joining can again make the difference between rejecting and accepting. Be decisive The market is still exceptionally hot, so it is vital hiring managers are mindful of how quick an interview process needs to be. “Keeping someone warm” is so important, but if you can’t commit to them you do risk them going in another direction. Therefore, be timely with your feedback, especially if it's positive, to keep the momentum up. If they are at the top of your mind, you should stay at the top of theirs. Try and push approvals quickly as well. This is often bureaucratic but affect whatever influence you can have on an interview or hiring process, and don’t allow things to slow down if you can control it.Finally, be competitive. Don’t allow back and forth negotiations to hinder a process or allow time for other processes to catch up. Put your best, most competitive offer forward so it entices them from the very start.  To hire the best candidate for your open role, get in touch with Glocomms today. As a specialist talent partner in Technology, we have access to industry-leading talent around the world. Find the talent you need by submitting your vacancy, or request a call back below to elevate your hiring process with the right talent partner today.

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management & culture

7 Common Myths About Freelance Work for Tech Professionals and Hiring Managers

cloudThe rise of the gig economy has led to an increase in freelance work in the tech industry. Freelancers offer businesses access to specialized skills, increased flexibility, and cost savings. However, despite the benefits, there are still common myths and misconceptions about freelance work that persist among tech professionals and hiring managers. These myths can prevent businesses from taking advantage of the opportunities offered by freelance work, and can also prevent freelancers from finding work. To help businesses and freelancers navigate this changing landscape, it's important to debunk these myths and understand the realities of working in the freelance tech industry.Myth #1: Freelancers are not as qualified as full-time employees. This is a common misconception that persists among some businesses and hiring managers. However, the reality is that many freelancers have more experience and expertise than full-time employees, especially in niche areas. Freelancers often have the flexibility to specialize in certain areas and build up a diverse portfolio of work. Additionally, many freelancers have years of experience working with multiple clients, which gives them exposure to different industries and challenges. As a result, freelancers often have a unique perspective and skillset that can benefit businesses. It's important for businesses to recognize the value that freelancers can bring and to consider them as a viable option for their projects.Myth #2: Freelancers are unreliable. The reality is that freelance workers can often be more reliable than full-time employees. This is because they understand that their reputation is everything, and they are highly motivated to deliver quality work on time. Freelance workers typically work with a diverse range of clients, and they must be able to manage their time effectively to ensure that they meet their deadlines. This often means that they have strict deadlines and communication protocols in place to ensure that they meet their clients' expectations. Additionally, freelance workers are ofte highly adaptable and flexible, which can make them more reliable in dynamic or fast-paced work environments.Myth #3: Freelancers are expensive. This myth is based on the idea that because freelancers are specialized and highly skilled, they charge high rates for their work. While it's true that some freelancers may charge higher rates than full-time employees, it's important to consider the overall cost-benefit analysis of working with a freelancer, especially with the help of a global talent specialist.Working with a talent specialist at Glocomms can help businesses save on the cost of finding and hiring freelancers. We're able to leverage our network and expertise to find freelancers who match businesses' needs and budgets. Additionally, we're able to negotiate rates with freelancers, ensuring that businesses get the best value for their investment.It's important to note that the cost of hiring a freelancer can vary depending on a number of factors, such as the level of expertise required, the length of the project, and the complexity of the work. Myth #4: Freelancers are not committed to the company's goals.It's commonly assumed that because freelancers work on a project basis and are not full-time employees, they may not be as invested in the company's goals and objectives. However, many freelancers take a collaborative approach to projects, working closely with clients to ensure that they understand the company's goals and objectives and can align their work with those goals.Furthermore, many freelancers understand that their reputation is on the line with every project they take on, and they are highly motivated to deliver quality work that reflects positively on their clients. They take pride in delivering work that meets or exceeds their clients' expectations, and understand that their work is a reflection of their skills and abilities.Businesses can ensure that freelancers are aligned with their goals by establishing clear communication channels and expectations from the start. This includes setting expectations for deliverables, timelines, communication, and other project details. By fostering open communication and a collaborative approach to projects, businesses can help freelancers understand their goals and objectives and how their work fits into the larger picture.Myth #5: Freelancers are not interested in building long-term relationships. Actually, many freelancers are interested in building long-term relationships with clients, and they often go above and beyond to ensure they deliver quality work and exceed expectations.Freelancers understand that building long-term relationships with clients can lead to more work opportunities and can help them establish a strong reputation in their industry. As a result, many freelancers take a proactive approach to building relationships with clients, such as following up after projects are completed and offering additional support or services.Additionally, freelancers often have a unique perspective and skill set that can benefit businesses over the long term. By building long-term relationships with freelancers, businesses can tap into this expertise and benefit from a deeper understanding of their industry and market.Myth #6: Freelancers are not available for ongoing work. It's commonly believed that freelancers may not be as accessible or available as full-time employees because they are not physically present in the office. However, with the advent of modern communication tools and remote work becoming more prevalent, freelancers are just as accessible as full-time employees.Many freelancers use video conferencing, messaging platforms, and email to stay in touch with their clients and collaborate on projects. They often have flexible schedules, which can make them available during non-traditional working hours, such as evenings or weekends.Businesses can ensure that they stay in touch with their freelancers by establishing clear communication channels and schedules from the outset. This includes setting expectations for communication methods, availability, and response times. By fostering open communication and regular check-ins, businesses can ensure that freelancers are accessible and available when they need them.In summary, freelancers are just as accessible as full-time employees thanks to modern communication tools and flexible schedules. Myth #7: Freelancers are not as accountable as full-time employees. The reality is that many freelancers have detailed contracts and work agreements in place to ensure clear expectations and accountability. Additionally, freelancers understand the importance of meeting their clients' expectations, as their reputation and future job opportunities depend on it. As a result, freelancers often take a highly professional approach to their work, which can make them highly accountable.Businesses can ensure that freelancers are accountable by establishing clear expectations and deliverables from the outset. This includes setting expectations for deadlines, deliverables, communication, and other project details. By fostering open communication and regular check-ins, businesses can ensure that freelancers are meeting their expectations and delivering quality work.​Our Freelance ServicesAt Glocomms, we understand the challenges that businesses face in finding the right talent, especially for short-term projects. We offer a range of freelance staffing solutions to help businesses find the right talent for their projects, whether it's for a short-term project or a long-term assignment. We work closely with our clients to understand their unique needs and requirements and then leverage our network and expertise to find the best talent for their projects. If you're looking for top tech talent, request a call back today from the contracts team. We can provide ongoing support to ensure that your project is a success.

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development-engineering

Finding a Company Culture That Fits

For professionals seeking a new job, it’s often factors like salary, the day-to-day of the role itself, and the company brand that are central to the decision process. But each company has its own culture, customs, and values, even if they aren’t clearly defined, and they actually have more of an influence on your productivity, success, and even earnings than might be immediately clear. The world of work has undergone some remarkable transformation over the last few years, accelerated by the pandemic and the redefining of our values that it sparked - not to mention the major shift to a candidate-driven job market. As a result, experts have been given the opportunity to rethink what’s important to them in their day-to-day work life beyond the paycheck or job spec, and in large professional sectors in particular, such as technology and finance, this has positively influenced hiring companies’ approach to culture and its pivotal role in attracting and retaining top talent, as well as quality of work. A company’s culture is essentially its personality, and while some may think of it as a buzzword that signifies lunch time yoga or wearing casual clothes to work, it plays a much greater role in how an employee shows up for work every day than any promotion, bonus, or salary could. Thankfully, businesses are catching on, and companies from trendy new start-ups to corporate powerhouses are adapting to the changing needs of professionals, investing more intentionally in developing cultures focused on collaboration, positivity, and flexibility, alongside added perks that are both useful and unusual, giving them an extra competitive edge. Business cultures are just as varied as those in societies, and there can be danger in taking a job in a company where there is a cultural disconnect between employer and employee. This can lead to issues down the line as the employee becomes unhappy and the employer is dissatisfied with attitude or performance. When interviewing for a new role, it is therefore imperative that you are conducting your own assessment of their culture and how you would fit into it. It’s one thing to ask broadly about what their culture is like, but it’s important to come prepared with more specific questions in order to get a deeper sense of what life as an employee there would really be like. This article will look at what to focus on when assessing the culture of a workplace you are interviewing for, and how to get a realistic impression of the culture by doing some digging yourself before accepting a job offer. Look beyond the free gym passWhen reading about a potential role at a new company, it’s important to look beyond the shiny, eye-catching perks that they’ll want to tell you all about. While a free gym pass, pizza Fridays, a pool table, and fabulous social events are alluring, (and rightfully so, as they are a sign of a company that wants to reward the hard work of its employees) these are surface level, and your experience in the company will depend much more on deeper cultural traits and values such as flexibility when you need it, a supportive team environment, recognition, and opportunities for growth. While some perks are inventive and exciting and can certainly enhance your experience, a cool office space will never compensate for a negative work environment, and your happiness is always more important than a brand name on your CV or a bottle of beer on a Friday. Remember that perks are part of company culture, but not the culture itself, and tt is a company culture that helps businesses pull through times when money for perks isn’t on tap.What is truly important to you?You can work in a beautiful office with tastefully exposed brickwork and a designer chair, but none of this will matter if you hate your job. Approaching your job search having previously assessed what exactly you are seeking from your work life, what your non-negotiables are, and which elements of company culture will have the biggest impact on you, will help you to stay focused and land the role that’s right for you. Work out what truly motivates you and will support you to be the best version of yourself both professionally and personally, whether it’s flexible working options, a diverse workforce, or a tight-knit team, and see if this is provided by the company you are interviewing for. Consider which environments make you feel productive. How do you best work? Are you seeking more autonomy and the option to work from home? Then you may not be a fit for a company that is heavily focused on collaboration and team socializing.What is the company’s mission? Its values? Does it have a corporate social responsibility program? A diverse workforce? Pinpoint those core values and see how they align with the messages companies are including on their employee value proposition and materials for professionals. These will inspire commitment and confidence in both your search and in the decision you land on.How to research a company culture as a professionalJust as you’ll want to get a feel for a neighborhood before you buy a house, the same applies when you are searching for a new job. Your actual exposure to a company can be limited within the recruitment process, so we recommend using the following to research a company’s culture.Do some digging onlineHave a look at employee review sites such as Glassdoor for comments from inside the company on their culture. However, keep in mind that people are potentially more likely to leave a bad review than a good one. This may mean, however, that a company with a slew of great reviews could be a particularly positive sign.See if you have any connections within the company on LinkedIn and get the inside scoop from them. Again, don’t take these viewpoints as gospel, but rather as a building block and a way to get a general idea of employee experience. LinkedIn is also a way to find out the general tenure of people who work there as well as possibilities for progression and development. Good retention and development can be a sign of a positive company culture. Branch out during your interviewWhile an interview is a company’s chance to determine whether your skills and experience are right for the role, a large part of the decision will come down to character fit, which is essentially another way of determining how you would fit into their culture. It’s also a two-way street, of course, meaning it’s your opportunity to figure out if their culture is a fit for you, too. A great way to get the answers to this question that you need is to find an opportunity to speak candidly to your interviewer or others you meet within the business. These are likely the people you’ll be interacting with regularly and you’ll want to get a sense of how they communicate, both to you and to each other. Are they excited about the company? Do they seem to get along well? Do you have things in common beyond the professional? These are all factors that contribute to the overall culture and will impact your everyday experience.Be specificAsking a generic question will give you a generic answer, and hiring managers and other people who may be part of your interview process don’t want to hear the same old question interview after interview. Instead, show the company you’re interviewing for that you’re looking for more than to just show up, do the work, and get paid. You’re an individual with more to offer, and all parties will benefit from a good cultural fit. In addition, it’s not enough for you to take their word that they have a great company culture. Get into specifics and request examples of when company values and culture have led to success or excellent employee wellbeing. For example, say that you want to work somewhere where personal development is taken seriously, and then ask for an example where a personal development program has helped an employee achieve a promotion or a new qualification. Or if mental health support is important to you, ask about the ways in which the company offers this and whether it’s been well utilized. These stories and examples will give you a much better impression of how the culture works rather than memorized lines about remote working policies and employee engagement. And on top of that, you’ll get a much better feel for the people behind the job titles, which is half the battle when it comes to understanding where you fit into a company’s culture. No matter what position you find yourself in, use these tips to spot the work cultures that will — and will not — work for you. The company you ultimately choose should enable you to flourish rather than wear you (or your well-being) out.

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development-engineering

How To Avoid Bias In Job Descriptions

There is overwhelming evidence that companies with diverse workforces perform better on every possible metric, with diversity positively impacting every level of a business, from the cleaning staff to the board of directors. Bringing in as many perspectives, working styles and experience as possible to a workplace leads to integration, success and growth to those businesses who dedicate effort into attracting a diverse talent pool. The first step to make when aiming to achieve a balanced workforce is to ensure job advertisements avoid signs of unconscious bias. This helps present you as a welcoming and forward-thinking employer. You will also discover that your job positions attract a rich wealth of resumes after eliminating bias in your job descriptions. Biased job descriptions can discourage capable and talented candidates from applying for a role they are perfect for, and problems can be found both within the language and content of your job descriptions. Thankfully, it is easy to avoid bias in job descriptions through simple edits and considerations. Follow these rules to attract a diverse and successful talent pool. ​What is Unconscious Bias?​Though the majority of us strive to encourage inclusiveness and diversity, unconscious bias incorporates the assumptions we make about groups based on gender, ethnicity, age and class due to the structures we live in. When writing job descriptions, this will most often come through in gendered or other biased language.  Unconscious bias can discourage qualified candidates who feel like a job description is looking for a specific type of person, and are unintentionally excluded. ​Are Your Job Titles Inclusive?​Unconscious bias affects many aspects of language, through to job titles themselves. Many job titles are gendered, and successful efforts have been made to reframe traditional roles such as chairman (chairperson), fireman (firefighter) and councilman (council member).Even modern descriptors hold a bias. Have you ever seen a job from a hip company seeking a ‘rockstar’, a ‘guru’ or a ‘ninja’? These are fun titles which give candidates a vivid impression of a company's culture, but all of these terms still hold gendered connotations. A mother in her 40s with the qualifications and experience required may not want to apply for a role with ‘ninja’ in the title. These job titles can also give the (often false) impression of a company dominated by men or entrenched in a ‘lad’ culture where others are not welcome. ​Ensure your job titles are gender-neutral, avoid discouraging older applicants and are descriptive of what the job entails (e.g. ‘Magento Build Project Manager’).​​Use Gender-Neutral Pronouns​This is a fast and effective way of cleaning up your job descriptions, and a simple rule to follow when advertising new roles. Don’t include gender-specific pronouns in your job description. Stick to they/their and you when referring to the candidate. ‘S/he’ is also an acceptable replacement for gender-specific pronouns,  This rule also applies to collective nouns. Phrases such as ‘guys’ can be easily replaced with ‘team’ or ‘folks’. ​​Check For Biased Language​This is where judgement can be more complicated. When describing the ideal candidate for a role, job descriptions do lean towards using phrases which contain unconscious bias. For example, typically masculine traits include ‘assertive’ and ‘competitive’. While women have every ability to be assertive in the workplace, this can also be viewed as loyalty and supportiveness through a ‘feminine’ lens. This also works the other way. Roles which may be classically applied to by women may include words such as ‘bubbly’ or ‘nurturing’ to unconsciously encourage female applicants and discourage applications from men. ​​Avoid Presenting A Toxic Work Culture​When presenting your work culture, language choices can give applicants the vision of a ‘bro’ culture of after-work beers, chats about matchday and, in worse case scenarios, sexual harassment. Phrases such as ‘work hard, play hard’ and ‘banter’ will not only put off the majority of female applicants but many men too. Consider the wide spectrum of lifestyles your potential applicants could follow and elements of your work culture which will appeal to many, not just a single generation or lifestyle.​​Consider Your Job Requirements​Alongside bias in language, the general content of your job applications are worth reviewing to make them more inclusive. This includes avoiding job descriptions which contain an exhaustive list of skills needed for the role. In general, men are usually much more confident in their suitability for the roles they apply for, even if they don’t have all of the required skills for the role. Meanwhile, women are much more cautious about applying for roles. The more in-depth and specific a job description is, the less likely a qualified or near-qualified woman will apply for it, even if she ticks more boxes than a male applicant. Avoid this by outlining only the absolutely essential requirements for the role (such as education levels, years of experience, skills qualifications) followed by general ‘desired’ or ‘nice to have’ requirements. This will lift barriers to entry which often stop those with low confidence or imposter syndrome to apply. Provide a smaller amount of boxes to ‘tick’ to attract a larger and higher quality range of candidates. ​The best approach is to create descriptions which use succinct and direct language. Make your descriptions easy to follow, read and digest. ​​Use Online Tools To Eliminate Bias in Job DescriptionsLarger companies have now invested in software to help highlight and change job descriptions and other materials to remove signs of unconscious bias. Recruitment software OnGig uses a text analysis tool to help remove biased language. Textio is a leading ‘augmented writing’ software for recruiters which will eliminate gendered or biased language or job requirements while still ensuring your chosen language has the passion and impact you want to encourage applications. ​​Want to learn more about diverse recruitment strategies? Contact Our Team

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development-engineering

Why Flexible Working is No Longer a Benefit

​Flexible working has been a growing trend for many years; with the outbreak of COVID-19, this trend has reached its tipping point.  For many employers, flexible working arrangements have been the only way to handle the unprecedented challenges the pandemic brought about; with 78% of workers now saying they want increased flexibility in their work moving forward, it will be exceptionally difficult for employers to justify denying them it. This marks a fundamental change in the way organizations need to think about flexibility.Flexible work is no longer a perkHistorically, flexible work has been seen as a benefit: if it was bestowed upon workers, the assumption was they would be grateful and repay organizations with loyalty.With flexibility increasingly expected to become the norm, this assumption will need to be seriously reassessed.The reality is, flexible working offers a huge range of benefits – not just for workers, but employers too. It increases productivity, improves job satisfaction and opens the door to a far more diverse group of workers.As more employers observe these benefits and become more flexible in their arrangements, workers will increasingly have the option to jump ship to a different employer who is more flexible if their current employer doesn’t allow it.Even before the pandemic, Aviva found that 22% of UK workers had changed companies or departments to gain greater flexibility.Organizations which claim to be doing workers a ‘favor’ by allowing flexible work will now risk alienating workers and sending their talent running to more accommodating organizations.Facilitating flexibilityPerhaps most crucially, organizations which present flexible work as a ‘benefit’ will likely miss out on opportunities to empower their workers.According to some sources, as many as 46% of employees feel awkward discussing personal commitments with their employers and a fifth are convinced they would be refused if they asked for more flexibility in their work.This creates an atmosphere where far less flexibility – and all the benefits that come with it – is being taken due to structural communication challenges.The knock-on effect is clear: not only do employees not get the kinds of working arrangements they would like, they feel less confidence and trust in their employers.If organizations simply present flexibility as the norm, these difficulties will be mitigated and workplace morale will likely improve considerably.However, it is not enough simply to make clear that workers are allowed more flexibility.New normal, new benefitsBy failing to embrace flexibility, organizations risk overlooking and missing out on a whole new range of benefits which their competitors are offering.Such benefits might include important resources which actually help make flexible working more pleasant, easier or more productive – from improved digital communication platforms and tech equipment to more flexible holidays, increased individual autonomy or upskilling resources.This will mean that even if two organizations both ostensibly offer equally flexible work arrangements, the organization which has gone out of its way to improve such arrangements will win every time.As workers’ needs to adapt to the post-pandemic landscape, organizations must focus on providing real value to their employees and demonstrating a willingness to be forward-thinking; a large part of this must be changing their assumptions about what is a benefit and what is simply a fact of working life. VIEW AS PDF​If you would like assistance in your hiring strategies, don't hesitate to reach out.Contact Us

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