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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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.

Data Engineer

Position: Data Engineer (Short-term Freelance Project) Location: Brussels (2 days on-site, 3 days remote) Duration: Short-term (With potential extension) Start Date: ASAP Client: Global Retail Company About Our Client: Our client is a major player in the global retail industry, renowned for its extensive network of hypermarkets and supermarkets. With a commitment to customer satisfaction and innovation, the company continuously adapts to market trends and technological advancements. The retail giant operates thousands of stores worldwide, serving millions of customers daily, and is dedicated to delivering a superior shopping experience through targeted marketing and data-driven strategies. Project Overview: A leading global retail company is seeking a skilled Data Engineer for a short-term freelance project based in Brussels. The role involves managing data-related tasks for customer campaigns within the retail industry, utilizing advanced technologies and frameworks. Responsibilities: Work with leadership on retail campaign engine project involving utilising market data and integrating APIs. Applying selection rules to determine campaign targets. Oversee and manage the Data Hub. Collaborate with the team to ensure seamless data processing and campaign execution. Temporarily cover responsibilities for a team member on sick leave, with potential monthly renewals. Technical Skills: Proficiency with Google Cloud Platform (GCP) Experience with DBT (Data Build Tool) for data processing. Knowledge of Infrastructure as Code (IaC) principles. Hands-on experience with CI/CD pipelines. Strong API experience. Requirements: Proven experience as a Data Engineer, 3 - 5 years minimum of experience. Ability to start immediately and manage workload efficiently. Flexibility to work 2 days on-site in Brussels and 3 days remotely. Strong problem-solving skills and the ability to work independently. Excellent communication and collaboration skills.

Negotiable
Brussels
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Senior DevOps Consultant

Senior DevOps Conusltant Location: Sweden Working Pattern: Hybrid (2 Days per week on site, 1 day in Malmo and 1 day in Helsingborg) Start Date: ASAP Contract duration: 12 Months + extensions I am assisting a Multinational Home Improvement retailer in finding a highly skilled and experienced Senior DevOps Consultant to play a pivotal role in the backbone of their technology infrastructure, engaging in the hands-on crafting and optimisation of their software systems. The customer with over 70 years of market excellence has a well standing reputation in the across the world. The scope for doing some interesting work and progression is endless. Glocomms has a long-standing relationship with the customer having already placed numerous contractors with them Role Description: The customer's platform engineering team develops and delivers services and processes for developers across the digital domain, and as a Senior DevOps Consultant in this team, you'll play a pivotal role in the backbone of our technology infrastructure, engaging in the hands-on crafting and optimisation of our software systems. You'll be instrumental in pinpointing improvement opportunities, promoting best practices in the software development life cycle, and implementing solutions that boost the quality and efficiency of their services. You'll be expected to harness a problem-solving approach, proactively identifying potential challenges and steering the team toward practices that guarantee our long term success. Responsabilities: Extensive experience in Software Development, From design, to deployment and beyond To operating/building new integrations and services on to of the current tooling. To speak to and collaborate with the Development team, speaking in their language to help them make better developments on the current infrastructure. Bring valuable insights and consulting into enhancing system robustness, scalability, and maintainability. Extensive experience in development best practices including testing, continuous integration/continuous deployment (CI/CD), code reviews, and documentation. The ability to collaborate effectively, bridging technical and non-technical team members. You must be skilled at disseminating knowledge, contributing to a culture of continuous improvement and learning within the team. The ability to adopt new methodologies or adjust to shifting project landscapes, your adaptability is coupled with a forward-looking perspective aimed at enhancing efficiency, reliability, and service quality. Skills and Qualifications: Experience in Large corporations Experience in one of the main cloud providers is a MUST (preferable Google Cloud Platform or Alicloud) Good level of experience of Kubernetes Good level experience of containers Good level experience with CI/CD tools Experience in as many of these technologies as possible: Docker, Terraform, Helm, Github Actions, ArgoCD, Hashicorp Vault, Prometheus/Grafana stack, Golang, TypeScript/JavaScript, Package managers, Backstage (Spotify)

Negotiable
Malmö
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Azure Cloud Engineer (Paris)

Cloud Engineer (Azure) Location: Paris Work Pattern: Hybrid (Average of 2 days per week on site) Start Date: As soon as Possible Contract duration: 6 Months initial (18-24 Months' worth of work) MUST BE ENGLISH SPEAKING I am assisting a Multinational Insurance company in the search for a highly skilled and motivated Cloud Engineer to join their dynamic Technology team in conducting a project with one of my customers largest entities helping them to migrate Azure as a service as well as PAAS. The Customer has Over 100 years of market excellence and are at the forefront of their market across the world. The scope for work and progression is endless. Glocomms has a long-standing relationship with the customer having already placed numerous contractors with them. Specific Duties: Help the team to migrate Azure as a service to their Infrastructure. Help the team to migrate Azure PAAS to their infrastructure. Support the Business owner with anything related to the Azure Infrastructure Troubleshoot any problems within the outstanding Azure Infrastructure and amend any problems detected. To help in the maintenance of all of the Azure Infrastructure. Support the organisation with anything on the underlying Azure Infrastructure Experience/Skills: Extensive technical experience of Microsoft Azure 6-10 Years of experience in an Azure Cloud Engineering environment Experience of Microsoft Azure Migrations Experience with: OpenShift and Terraform (Preferred) Azure Cloud Engineering Certifications (Bonus) Must be English speaking.

Negotiable
Paris
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Senior Support Analyst

We are currently seeking a talented Salesforce Automotive Cloud Architect to join our team on a 12-month extendable contract basis. In this role, you will play a crucial part in designing and implementing Salesforce solutions tailored to the unique needs of our automotive clients. Key Responsibilities: Salesforce Automotive Cloud Expertise: Utilize your in-depth knowledge of Salesforce Automotive Cloud to architect innovative solutions that drive business success for our automotive clients. Solution Design: Collaborate with stakeholders to gather requirements and translate them into robust Salesforce architectures that align with industry best practices and organizational goals. Technical Leadership: Serve as a subject matter expert, providing guidance and leadership on Salesforce architecture, design patterns, and implementation strategies. Customization and Configuration: Customize and configure Salesforce Automotive Cloud to meet specific business requirements, ensuring optimal performance and scalability. Integration: Design seamless integrations between Salesforce Automotive Cloud and other systems, leveraging your expertise in Salesforce integration tools and techniques. Documentation: Create comprehensive documentation including architecture diagrams, technical specifications, and implementation guides to support solution delivery and ongoing maintenance.

Negotiable
England
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SAP OTC Consultant

Role: Functional consultant SAP OTC As a functional consultant you will work in a team of business analysts, identifying-managing-documenting functional and business requirements and converting them into technical requirements. Identification of solutions, maximizing the use of standard SAP functionality Experience in IT analysis methodologies (process flow definition, data flow diagramming, …) Identification of test scenarios and data for the quality team Analytical skills, multicultural interpersonal relationship skills, and good oral/written communication skills Hard/tech skills: - Experience in interfaces with OTC - SAP S4 Hana - ABAP Soft skills: - SAP S4 Hana OTC Functional Experience/Knowledge (+5 years of experience) - Middleware/Interface/integration: experience to support the functional construction of interfaces with other systems

Negotiable
Barcelona
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Network Security Engineer

A Financial Services firm based in Memphis, TN is looking to add a Network Security Engineer to their growing security organization. This will be a senior level engineer, taking ownership of the following aspects of the network. Required Experience (3+ years): You will play a leading technical role - Cisco ASA Firewalls - Cisco Umbrella - Cisco Meraki - SIEM Tools - Azure Cloud Nice to Have: These skills are relevant to the environment - Financial Services Regulatory Knowledge, especially PCI-DSS - Certificate Management - Cloud, Cisco Network, OR Security Certifications If this sounds like an interesting fit for the next step in your career, please apply to the ad!

Negotiable
Memphis
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Systems Engineer (Linux, Ansible)

Job Title: Systems Engineer (Linux and Ansible) Contract Length: 12 months extendable Location: (Paris) Fully Remote Company Overview: We are a leading technology consultancy firm specializing in providing innovative solutions to clients worldwide. Currently, we are seeking a skilled Systems Engineer with expertise in Linux and Ansible to join our client on a long-term freelance mission. This position offers the flexibility of remote work, allowing you to collaborate with our global team and our clients from anywhere. Job Description: As a Systems Engineer specializing in Linux and Ansible, you will play a crucial role in designing, implementing, and managing complex IT infrastructures for our clients. Your primary focus will be leading the migration of a mission-critical application from on-premises servers to a cloud-based infrastructure using Ansible and Linux technologies. In addition to the migration project, you will be responsible for leveraging your expertise to drive the success of our client's IT operations. Key Responsibilities: Infrastructure Migration: Develop and execute a migration plan to transition the application and its associated services from legacy servers to modern cloud platforms (e.g., AWS, Azure, GCP). Automation and Orchestration: Utilize Ansible playbooks to automate the provisioning, configuration, and deployment of infrastructure components in the cloud environment, ensuring consistency and reliability. Continuous Integration/Continuous Deployment (CI/CD): Implement CI/CD pipelines using Ansible and Jenkins to automate software deployment and release processes, enabling rapid iteration and delivery. Configuration Management: Maintain consistent configurations across the cloud-based infrastructure using Ansible, ensuring compliance with security and regulatory requirements. Monitoring and Alerting: Implement monitoring solutions (e.g., Prometheus, Grafana) to monitor the performance and health of the application and automate response actions using Ansible. Documentation and Training: Document migration procedures, Ansible configurations, and best practices, and provide training to the client's IT team to ensure successful adoption and ongoing support. Required Skills and Qualifications: Proficiency in Linux system administration, including CentOS, Ubuntu, or Red Hat Enterprise Linux. Extensive experience with Ansible automation tool, including playbook development, role creation, and inventory management. Strong scripting skills in Bash or Python for automation and task orchestration. Knowledge of cloud computing platforms such as AWS, Azure, or Google Cloud Platform, and experience with cloud migration projects. Familiarity with CI/CD concepts and tools such as Jenkins for automated software deployment. Excellent problem-solving skills and the ability to troubleshoot complex technical issues in a remote environment. Strong communication and collaboration skills, with the ability to work effectively in a remote team setting

€451 - €900 per day
Paris
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ServiceNow Architect

ServiceNow Architect: Location: Paris, Ile-de-France Remote working: 100% English and French speaking project Contract : 1 year project with extensions to follow Start date: Monday 13th May 2024 TJM: €650-€850 Customer: A leading construction company specialising in infrastructure development and maintenance projects. With a rich history spanning several decades, the company has established itself as a trusted partner in delivering high-quality, innovative solutions across various sectors including transportation, civil engineering, and environmental services. Job Summary: We are seeking a highly skilled and experienced ServiceNow Architect to join our dynamic team. The ServiceNow Architect will play a key role in designing and implementing IT Service Management (ITSM) solutions, with a focus on ServiceNow platform and Configuration Management Database (CMDB). The ideal candidate will have a strong background in IT service delivery, ITIL best practices, and extensive experience with ServiceNow and related technologies. Responsibilities: Solution Design: Design and architect ITSM solutions based on business requirements, industry best practices, and ITIL framework. ServiceNow Implementation: Lead the implementation and configuration of ServiceNow modules, including Incident Management, Change Management, Problem Management, and CMDB. CMDB Management: Define and implement CMDB strategies, ensuring accurate and up-to-date configuration data for all IT assets and services. Integration: Integrate ServiceNow with other enterprise systems and tools, such as monitoring systems, ticketing systems, and identity management solutions. Customisation and Development: Customise ServiceNow applications and workflows using JavaScript, HTML, and ServiceNow APIs to meet specific business needs. Process Optimisation: Identify opportunities for process improvement and automation within the ITSM framework, leveraging ServiceNow capabilities. Documentation: Create technical documentation, including architecture diagrams, design specifications, and configuration guides. Training and Support: Provide training and support to IT teams and end-users on ServiceNow functionality, best practices, and troubleshooting techniques. Collaboration: Collaborate with cross-functional teams, including IT operations, development, and business stakeholders, to ensure alignment of ITSM solutions with business objectives. Requirements: Advanced knowledge of ServiceNow ITSM and ITOM modules. ServiceNow certifications such as Certified Implementation Specialist, or Certified Application Developer Fluent in English, both written and spoken. Strong scripting skills (JavaScript) for customizing catalog items. Proficient in configuring workflows within the ServiceNow platform. Experience integrating ServiceNow with external REST APIs. Get in touch now to find out more! Email: Tel: +44 20 7019 4105

€650 - €850 per day
Paris
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Systems and Security Administrator

Systems and Security Administrator Paris OR Toulouse, France 50% on site working - 2/3 days every week French and English Speaking (Working Language French) Start Date : 20/05/2024 - Can be flexible Contract until 31/12/2024 (Extensions to follow) TJM : 450-650€ Customer Details Our customer is one of France and Europe's biggest groups, they have close to 100,000 staff mostly in Europe split across France, UK, Germany, Italy and Portugal with other teams split across North America and Asia. Given an increase in project demand they are looking to reinforce their team by adding a Systems and Security Administrator to reduce the workload on the current team. The customer offers a fantastic opportunity for a long-term engagement and the chance to not only work on the most up to date technologies but the chance to be one of the first on the market to touch and integrate new releases! Glocomms has worked with the customer for close to 2 years and we have been responsible for key and critical project hires into the business during this time. Job Details Systems and Security Administrator Primary Responsibilities : Maintenance and improvement of the current infrastructure, performing administrative tasks on components of Splunk Infrastructure (Installation, Configuration, Updates and updating documentation), responding to user needs and incidents, conducting POCs as part of their continuous improvement plans. Tech Stack : Splunk (version 8.0 and on wards) for data integration, RedHat Linux, Logstash, Cisco Networks. Working alongside the Architecture and Engineering teams, globally the team is close to 30 people but you will be collaborating with 5-10 other Administrators on a daily basis. Given the international nature of the business, a working level of English is required but day to day the colleagues are French speakers. Great opportunity for extensions and different projects as they are constantly looking to make improvements and upgrades. No specific certificates are required but any relevant Splunk, Linux or Cyber Security certifications will certainly support your application. Get in Touch James.evans(@)glocomms.com +44 203 758 8905 https://www.linkedin.com/in/jamesevansglocomms/

€450 - €650 per day
Paris
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Virtualization Engineer

Job Title: Virtualization Engineer Location: Germany (Remote) Industry: Automotive Duration: Long-term freelance project Rate: Up to €900 per day Project Overview: Our client, a leading automotive company based in Germany, is seeking a highly skilled Virtualization Engineer to join their team for a long-term freelance project. The successful candidate will be responsible for designing, implementing, and maintaining virtualization solutions to support the company's IT infrastructure. The project involves optimizing and modernizing the virtualization environment to enhance performance, scalability, and reliability. Responsibilities: Design and deploy virtualization solutions based on VMware or similar technologies to meet the company's IT requirements. Collaborate with cross-functional teams to gather requirements and develop virtualization strategies aligned with business objectives. Perform capacity planning, resource optimization, and performance tuning of virtualized environments. Configure and manage virtual machines, clusters, and storage systems to ensure optimal performance and reliability. Implement security best practices to safeguard virtualized infrastructure and data. Monitor virtualization infrastructure health, troubleshoot issues, and implement corrective actions as needed. Develop and maintain documentation, including technical specifications, diagrams, and standard operating procedures. Provide technical guidance and support to junior team members and end-users. Stay updated on emerging trends and technologies in virtualization and recommend innovative solutions to enhance the company's IT capabilities. Adhere to project timelines, budgets, and quality standards to ensure successful project delivery. Requirements: Bachelor's degree in Computer Science, Information Technology, or related field. Proven experience as a Virtualization Engineer or similar role, with expertise in VMware or equivalent virtualization platforms. Strong understanding of virtualization concepts, including hypervisors, virtual machines, and storage technologies. Hands-on experience with VMware vSphere, vCenter Server, and related tools. Familiarity with storage technologies such as SAN, NAS, and RAID configurations. Experience in designing and implementing high-availability and disaster recovery solutions in virtualized environments. Proficiency in scripting languages (e.g., PowerShell, Python) for automation tasks. Excellent analytical, problem-solving, and troubleshooting skills. Strong communication and interpersonal skills, with the ability to work effectively in a collaborative team environment. Relevant certifications such as VMware Certified Professional (VCP) or equivalent are highly desirable.

€700 - €900 per day
Germany
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System Architect (InTune, SCCM, AD) - REMOTE from EU

System Architect (InTune, SCCM, AD) - REMOTE from EU Paris, France - French and English Speaking Remote from inside EU - Occasional site visits to Paris Start Date - 20/05/2024 (Can be flexible) Long-Term Engagement on a Rolling Contract Daily Rate : 250-450€ Customer Details Our customer is a leading Global Systems Integrator and a Microsoft Gold Partner, the nature of their business is to provide IT Consulting services to their customers and deliver project based around Cyber Security, Systems, Network, Cloud, Data, Digital Workplace and Software Development. Due to an increased project demand from their customers in InTune integration's they are looking for external support to help on customer accounts. The customer offers a great opportunity to get your hands on the latest technology releases, to work with leading companies across France and to be a pivitol figure in the business moving forward. Glocomms have been working with the customer for the last 8 years across Europe, servicing their teams in France, Spain, Belgium, Germany, UK, Netherlands and Portugal and have a great relationship with their teams. Job Details System Architect (InTune, SCCM, AD) Primary Responsibilities : Designing and Building solutions based on Microsoft UEM solutions, speaking directly with both the team and the end customer to understand project requirements, supporting with the Build phase of the project. Tech Stack : Intune, Microsoft Azure, SCCM, Packaging, Master Design, Azure AD You will be supporting end customers with their integration of InTune into their environments, some will be removing SCCM but on the most part you will be adding the Cloud feature InTune to their environment alongside SCCM. This will vary from customer to customer. Given the location of their business, you will need a business fluency in both French and English. If the initial phase goes well there is a huge chance for contract extensions past the initial period, given the nature of the project team there is always work to be done. No specific certificates are required, but any relevant M365 or management certifications will certainly support your application. Get in Touch james.evans(@)glocomms.com +44 203 758 8905 https://www.linkedin.com/in/jamesevansglocomms/

€250 - €450 per day
Paris
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Pre-Sales Consultant - REMOTE

Pre-Sales Consultant (M365 and Digital Workplace) Paris, Ile-de-France - French and English Speaking Remote Working - 1 or 2 site visits per month, either office or customer site Start Date : 27/05/2024 12-Month Mission on a Rolling Contract TJM : 500-700€ Customer Details Our customer is a leading Global Systems Integrator and a Microsoft Gold Partner, the nature of their business is to provide IT Consulting services to their customers and deliver project based around Cyber Security, Systems, Network, Cloud, Data, Digital Workplace and Software Development. They are opening up a new Pre-Sales team that will specialise in M365 and the integration of Co-Pilot into their environment, so looking for someone that can take on the lead in this team and help to initially participate in Pre-Sales before taking on a managerial role further down the line, The customer offers a great opportunity to get your hands on the latest technology releases, to work with leading companies across France and to be a pivitol figure in the business moving forward. Glocomms have been working with the customer for the last 8 years across Europe, servicing their teams in France, Spain, Belgium, Germany, UK, Netherlands and Portugal and have a great relationship with their teams. Job Details Pre-Sales Consultant You will be joining the consultant division within the Digital Workplace department, where your role will be to support clients in the transformation of their businesses using Copilot. Primary Responsibilities will include : Development of strategic plans to guide customers through their Copilot Journey, Design and delivery of customised solutions to facilitate customer adoption of Copilot and the development of tailor made solutions to extend the functionalities of Copilot. Requests : Expertise with Copilot or an in depth knowledge of similar tools from the Microsoft platform, experience in consulting, project management and software development, ideally in a cloud or SaaS environment, experience in change management and business process modelling. You will be one of the first members of the team and responsible for it's growth over the next 12-Months, initially you will be more hands on with customers but after time you will shift into a managerial role, of course still have customer contact but more focused on managerial responsibilities. Given the International context of both the business and their customers, a business level fluency in both French and English will be required. If the initial phase goes well there is a huge chance for contract extensions past the initial period, given the nature of a Pre-Sales team there is always work to be done. No specific certificates are required, but any relevant M365 or management certifications will certainly support your application. Get in Touch james.evans(@)glocomms.com +44 203 758 8905 https://www.linkedin.com/in/jamesevansglocomms/

€500 - €700 per day
Paris
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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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How to Cope with Redundancy and Move Forward with Confidence Image
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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